Excessive workload: - Ontario Nurses' Association

ONA
The magazine for
members of the Ontario
Nurses’ Association
Summer 2004 VOL 31 NO 3
www.ona.org
VISION FEATURE:
Excessive
workload:
ONA members
speak out
What’s new with bargaining p. 12
ONTARIO NURSES’ ASSOCIATION 1

IMPORTANT INFORMATION FOR ALL ONA MEMBERS
HOW TO...
…file a Workplace Safety and Insurance Board (WSIB) claim
If you believe an accident, injury, illness
or onset of pain is work-related, you must
immediately:
• report it to your employer.
• complete an employer Incident Report.
• have the employer complete a Form 7
(“Employer’s Report of Injury/Disease”).
• sign the Form 7 or a Form 1492
(available from your employer).
• seek medical attention.
• report your injury to your health
professional and have her/him complete a
Form 8 (“Health Professional’s Report”).
• inform a co-worker or witness.
If you do not get a copy of your signed Form
7 or Form 1492 or have any problems with
the above:
• contact the WSIB in writing immediately,
reporting your injury.
• contact your Local ONA representative.
HOW TO...
…contact your ONA Board of Directors
For accidents on or after January 1, 1998 there
is a six-month time limit for filing claims with
the WSIB and claims will only be accepted after
the six months in exceptional circumstances.
Claims with accident dates prior to January
1, 1998 are exempted from the application of
the six-month time limit on filing a claim.
You have a right under the law to report any
workplace accident or injury and cannot be
told by anyone that you cannot file a claim.
You have the right to be treated by your own
health care professional. This could be your
family physician, chiropractor, RN extended
class, physiotherapist or dentist. You make
your first choice of health professional when
you accept treatment after the initial or
emergency treatment. Once the initial choice
is made, you are not permitted to change
to another health professional without the
Call ONA at 1-800-387-5580 (toll-free) or (416) 964-1979 in Toronto and follow the operator’s
prompts to access board members’ voice-mail. Voice-mail numbers (VM) for Board members in
the Toronto office are listed below.
HOW TO...
…file a WSIB appeal
Injured workers and employers have the
right to appeal all decisions of the Workplace
Safety and Insurance Board (WSIB).
ONA represents members before the
WSIB if they meet all of the criteria. Your
Labour Relations Officer can explain what
the criteria are for representation. If you
want ONA to act on your behalf, you
should immediately contact your local ONA
representative and ensure you are referred
to the appropriate Labour Relations Officer
within ONA’s notification time limits.
Members who receive an adverse written
WSIB decision and want ONA to represent
them on appeal must notify the Labour
Relations Officer within ONA’s time limits.
These time limits are:
• within one week of the date of the adverse
WSIB decision if it is a 30-day appeal.
• within four weeks of the date of the
adverse WSIB decision if it is a six-month
appeal.
Also, you should contact ONA immediately
if you are advised of an employer appeal. If
you want ONA to represent you:
• Do not verbally, in writing or on any form
object to a WSIB decision.
• Do not set any meeting or hearing dates.
• Do not request access to your WSIB files.
HOW TO...
…file a LTD appeal
Linda Haslam-Stroud, RN
President, VM #2254
Communications &
Public Relations
Susan Prettejohn, RN
First VP, VM #2314
Political Action &
Professional Issues
Diane Parker, RN
VP Region 1, VM #7710
Occupational Health &
Safety
Nancy Finnegan, RN
VP Region 2, VM #7758
Finance
ONA members whose long-term disability
(LTD) benefit claims are initially denied, or are
terminated after a period of benefit payments,
are entitled to appeal the insurer’s decision.
ONA will assist you with that appeal.
Andy Summers, RN
VP Region 3, VM #7754
Human Rights & Equity
Joy Widawski, RN
VP Region 4, VM #7752
Education
Jeanne Soden, RN
VP Region 5, VM #7702
Labour Relations
Lesley Bell, RN
Chief Executive Officer,
VM #2255
Please note: Most insurance companies have
a time limit for filing the appeal. It is extremely
important that you notify your Bargaining
Unit Rep/Labour Relations Officer that you
want to appeal the denial/termination of LTD
benefits as soon as you receive notification
of denial/termination from the insurance
company. Members have had their appeals
denied because they did not meet the time
limits, despite the merits of their claim.
2 VISION, SUMMER 2004

The magazine for
members of the Ontario
Nurses’ Association
Summer 2004 VOL 31 NO 3
www.ona.org
ONA
The magazine for members of the
Ontario Nurses’ Association
Summer 2004 VOL 31 NO 3
The Ontario Nurses’ Association is the Union representing
approximately 49,000 registered staff nurses and allied
health-care professionals. Vision is published four times
yearly by ONA, and is distributed to all members. We
welcome submissions from members and will endeavour to
print as many as possible, within our space limitations.
Copyright © 2004. Ontario Nurses’ Association
All rights reserved. No part of this publication may be reproduced
or transmitted in any form or by any means, including
electronic, mechanical, photocopy, recording, or by any
information storage or retrieval system, without permission
in writing from the publisher.
ISSN: 0834-9088
Editor: Melanie Levenson
Contributors to this issue: Peter Birt, Johanna Brand, Erna
Bujna, Ruth Featherstone, Rozanna Haynes, Paula Joseph,
Melanie Levenson, Mariana Markovic, Enid Mitchell, David
Nicholson, George Rejminiak, Karen Rheault, Shalom
Schachter, Lawrence Walter.
Graphic production: Artifact graphic design
Printed by union labour: Thistle Printing Limited
Send submissions to: Melanie Levenson
(melaniel@mail.ona.org)
ONA Head Office
85 Grenville St., Ste., 400, Toronto ON M5S 3A2
TEL: (416) 964-8833 TOLL FREE: 1-800-387-5580
FAX: (416) 964-8864 EMAIL: onamail@mail.ona.org
www.ona.org
ONA Regional Offices
Hamilton
393 Rymal Rd. W., Ste. 205, Hamilton ON L9B 1V2
TEL: (905) 383-3341 FAX: (905) 574-0933
Kingston
4 Cataraqui St., Ste. 306, Kingston ON K7K 1Z7
TEL: (613) 545-1110 FAX: (613) 531-9043
London
750 Baseline Rd. E., Ste, 204, London ON N6C 2R5
TEL: (519) 438-2153 FAX: (519) 433-2050
Orillia
210 Memorial Ave., Unit 126A, Orillia ON L3V 7V1
TEL: (705) 327-0404 FAX: (705) 327-0511
Ottawa
1400 Clyde Ave., Ste, 211, Nepean ON K2G 3J2
TEL: (613) 226-3733 FAX: (613) 723-0947
Sudbury
760 Notre Dame Ave., Unit 1, Sudbury ON P3A 2T3
TEL: (705) 560-2610 FAX: (705) 560-1411
Thunder Bay
#214, Woodgate Centre, 1139 Alloy Dr.
Thunder Bay ON P7B 6M8
TEL: (807) 344-9115 FAX: (807) 344-8850
Timmins
707 Ross Ave. E., Ste., 110A, Timmins ON P4N 8R1
(705) 264-2294 FAX: (705) 268-4355
Windsor
3155 Howard Ave., Ste. 220, Windsor ON N8X 3Y9
TEL: (519) 966-6350 FAX: (519) 972-0814
In this issue…
How to…WSIB claims/WSIB appeals/LTD appeals/ ONA Board . . . . . . . . . . 2
ONA Members Across Ontario . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Televote 2004/Télévote 2004 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
A message from ONA President Linda Haslam-Stroud . . . . . . . . . . . . . . . . 8
A message from ONA’s CEO Lesley Bell . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Un mot de la Présidente Linda Haslam-Stroud . . . . . . . . . . . . . . . . . . . . . 10
Message de la directrice générale Lesley Bell . . . . . . . . . . . . . . . . . . . . . 11
Collective bargaining update . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
How bargaining in the Hospital Sector works . . . . . . . . . . . . . . . . . . . . . . 13
VISION FEATURE
EXCESSIVE WORKLOAD:
ONA members speak out
PAGE 14
What dues do for you
PAGE 19
Professor Tania Das Gupta: Racism negatively impacts nurses at work . . . . 20
Ceiling lifts safer alternative for moving patients . . . . . . . . . . . . . . . . . . . . 21
ONA Education: developing skills and leadership . . . . . . . . . . . . . . . . . . . . 22
Navigating the ONA Web site . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
A message from ONA First Vice-President Susan Prettejohn . . . . . . . . . . . . 23
Important notice about dual dues refunds PAGE 25
Awards and Decisions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
ONA Retirees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
ONA VISION STATEMENT
The Ontario Nurses’ Association is a membership driven,
proactive union sensitive and responsive to the ever-changing
needs in an evolving health care system.
Dedicated to providing an environment conducive to
learning and personal growth with acknowledgement of
diversity and creativity.
Maintains mutual trust, respect, support and understanding
throughout the organization.
Advocates a high quality, efficient health care system, sharing
in partnership with communities, consumers and health
care professionals.
C
ONA
VISION FEATURE:
Excessive
workload:
ONA members
speak out
What’s new with bargaining p. 12
ONTARIO NURSES’ ASSOCIATION 1
Cover illustration by Steve Yeates
CORRECTION - On the cover of ONA Vision, Spring 2004,
and elsewhere in the magazine, photographs appeared to
illustrate the feature about sharps and needlestick injuries.
As the caption on page three indicated, the photography
set-up was constructed to show a patient and a nurse.
No real medications were used; no actual insertion took
place. Universal precautions should be used, and therefore
gloves should have been worn in this photo, whether for an
illustration or actual IV insertion. We apologize to members
for this error.
ONTARIO NURSES’ ASSOCIATION 3

ONA MEMBERS ACROSS ONTARIO
Local 42’s Suzanne Lefebvre: Helping with another
kind of delivery
For Local 42 Coordinator Suzanne
Lefebvre, RN, a Labour and Delivery nurse
at Hawkesbury General Hospital, winning a
recent Bill 136 vote in Cornwall was akin to
having a baby.
“Preparing for the vote had been an
exhausting, stressful and nerve-wracking
experience,” she said. “In the end, after lots
of waiting, there it was – a baby was born!”
For Lefebvre, the labour began last fall after
the Cornwall General Hospital, ONA Local
42, and Hotel Dieu Hospital, represented by
the Ontario Public Service Employees Union
(OPSEU), merged to form the Cornwall Community
Hospital. As a result, a Bill 136 vote
was called to determine which union would
represent the nurses at both sites.
Since that time Lefebvre, and her core group,
consisting of Bargaining Unit President Wendy
Watson, RN, Vice-President Shelly White, RN,
and other ONA members and staff, worked
tirelessly to ensure a successful outcome.
“Wendy and Shelly really ran the show,”
she said. “I just let them know that I was
here if they needed anything.”
Lefebvre and the core group handed out
material on the benefits of ONA membership,
held information sessions and meetings
to answer questions and quell concerns
during an understandably unsettling time,
and encouraged members to vote. They even
offered carpooling and babysitting services
to facilitate the process.
The hard work paid off as ONA was
announced the winner, retaining 160 members
and gaining another 161.
“I am proud of the way we conducted
ourselves throughout this process,” she
said. “We never once badmouthed the other
union. There’s no question that having a
good core group, being well prepared and
communicating with members on a regular
basis was the key to our success.”
While Lefebvre believes this was a once-ina-lifetime
experience because she was able to
see another part of union work – campaigning
– she admits the most difficult part has
been dealing with initial feelings of apprehension
from the OPSEU nurses.
“The next step in this process is bringing
those nurses on board,” she added. “For a
long time it has been ‘we’ and ‘they,’ and we
want it to be just ‘us.’”
ONA members on the move!
Glenna Rowsell bursaries awarded
to five members
The successful candidates for the 2004
Glenna Rowsell Bursary, which provides
$1,000 each to ONA members who are
enrolled in a labour-related education program
or course, are as follows:
• Joyce Telford, Local 82
• Patti Lalla, Local 82
• Shirley Cooper, Local 7
• Marianne Fletcher, Local 71
• Myra Henderson, Local 2
ONA congratulates these members and
thanks everyone who took the time to
submit an application.
New CNO Council and Committee members
ONA extends congratulations to the members
who were elected to the College of
Nurses of Ontario Council and Committee
for 2004-2005.
Council
• Central: Jim Attwood
• Central Eastern: Marilyn Lambert
• Central West: Cheryl Beemer
• Metro Toronto: Marcia Taylor
• North Western: Rob Rupert (ONA
Staff)
Committee
• Central: Sheila Pendock, Alison
Comeau, Dennis Curry
• Toronto: Sonia Malcolm, Julia Rock
ONA members
enjoy a moment
of levity
during the
June Provincial
Coordinators
Meeting in
Ottawa.
4 VISION, SUMMER 2004

ONA MEMBERS ACROSS ONTARIO
To ONA President Linda Haslam-Stroud, RN
I am writing to thank you personally for the flyer regarding
the federal election campaign.
In 1983, I accepted a position in an American health care forprofit
institution, impressed by the state-of-the-art equipment
and the fact that this was a teaching hospital connected to the
university.
My area of choice was a nine-bed Burn Intensive Care Unit
(BICU) where patients would be treated for severe burns (65
per cent TBSA and higher) providing they had insurance. I soon
learned there were three bad sides to this coin:
1. Extremely critical patients and occasionally entire families
with horrific burns would make it to our facility but would
not make it to our state-of-the-art BICU. They would be stabilized
in emergency and airlifted to a Shriner’s Charitable
Hospital, regardless of what effect this would have on their
mortality rate. I call this the N3s (No Policy – No Treatment
– No Exceptions).
2. Non-viable patients with non-viable organs were kept on life
support. If the patient had a good policy and the bed was empty,
it made good sense to keep him or her in the bed and bill his or
her insurance company for all of the blood products, nursing
care, respirators, medications, dressings – you name it!
3. Dangerous situations would develop, ie., if two RNs were bagging
a patient to bring down the ICP, only a ward clerk would
be remaining to monitor other patients’ critical blood values.
In health care for-profit, nurses were accountants, support
staff, RTS, anything for the bottom line.
Conditions and morale were often so bad that much needed
“flight nurses” on short-term contracts would go AWOL. This,
in turn, would create an even more dangerous situation for
nurses and paying customers alike.
Taking all of this into account, I saw no benefit of privatization
for anyone but the corporation running the hospital, and
perhaps to some extent the insurance companies, and a government
that doesn’t provide its tax-paying citizens their right to
health care.
Never has it been more
I saw no benefit of
important to be an advocate
for public health care privatization for anyone
than right now. I applaud
but the corporation
you!
Our system, flaws and running the hospital, and
all, still remains one of the
perhaps to some extent the
most admired in the world.
Public-Private Partnership insurance companies, and
hospitals will open the
a government that doesn’t
door for privatization and
be the destruction of socialized
medicine.
provide its tax-paying citizens
their right to health care.
Sherry Nath, RN, Hamilton
Day of Mourning …
ONA held a sombre commemoration of workers who have been killed
or injured on the job during a Day of Mourning event on April 28,
2004 at ONA’s Toronto office building. The day’s events included the
dedication of a memorial plaque, shown here being unveiled by ONA
President Linda Haslam-Stroud. ONA’s Board of Directors and members
were joined at the event by Toronto Mayor David Miller, Health
Minister George Smitherman, Labour Minister Chris Bentley, and
representatives from the Toronto Labour Council and other unions.
ONTARIO NURSES’ ASSOCIATION 5

ONA MEMBERS ACROSS ONTARIO
Celebrating Nursing Week 2004
Nurses from Shouldice
Hospital, ONA Local
16, enjoy flowers from
the medical staff and a
cake from management
as part of their Nursing
Week festivities.
ONA Local 4 members from Grey-Bruce Health
Services (Owen Sound site), stand beside a
Nursing Week poster of “stick figure” nurse
post-its, each with a staff nurse’s name. From
left to right: Betty Gregg, Maureen Garforth
(in back), Anita Bass, Diana Williamson, Sandy
Simpson and Christine McArthur.
Thunder Bay honours nurses
From ONA
with pride…
Members show off ONA’s “rainbow banner” and the new Queer
Registered Nurses (QRN) banner during the annual Toronto Pride
Parade on June 27. The parade caps a week of activities, staged
by Toronto’s gay and lesbian community. The ONA contingent
was demonstrating the organization’s continued commitment
to diversity, human rights and equity, and dignity and respect
for all members.
Thunder Bay nurses were honoured for
excellence and dedication by the Thunder
Bay Regional Health Sciences Centre during
Nursing Week in May. The hospital also
dedicated a tree to RNs.
Registered nurse Sandra Maclean,
mental health, received an RN Award of
Excellence. Other award recipients included
Carina Barrie, Sherry Lynn Hill and Joni
Schnieders.
ONA wins big at Leisure World:
76 new members
ONA has won the right to represent all
nurses at six relatively new Leisure World
nursing homes in Toronto.
Due to a recent arbitration decision, ONA
was included in the vote against the Service
Employees International Union, which had
represented all nurses at the homes. The
nurses voted overwhelmingly in favour of
ONA, and as a result, we welcome 76 new
members.
Congratulations to ONA members and
staff who helped bring about this successful
outcome!
6 VISION, SUMMER 2004

Televote 2004:
Time to let your fingers do the voting!
While this year’s televote for ONA
provincial officers is still a few
months away, we’d like to get
you thinking about it now.
The televote – or voting by telephone
using a series of easy-to-follow prompts
– takes place between 0001 on October
26 and 2400 on November 1. You’ll be
voting for the five regional Vice-Presidents
only (the President and First Vice-President
hold two-year mandates and are not up
for election until 2005).
Results will be available on November 2.
This is the seventh year we have used the
televote system.
In September, all ONA members in good
standing will receive an election package
in the mail that includes information on
the candidates, instructions on how to
televote, a 1-800 number to access the
system and a Personal Identification Number
(PIN), which you must have to vote (no
exceptions).
All information will be contained in one
small bilingual booklet. More detailed information
will be posted on our Web site in
the Members’ Section at www.ona.org.
You can also leave a message on our televote
hotline at (416) 964-8833 (in Toronto)
or toll-free 1-800-387-5580, voice mail
box #7748. If you are calling the toll-free
line after hours, hit “0” immediately after
dialing the number to be connected to our
Toronto office. If your message requires a
response, a staff member will do so within
48 hours.
Remember, tell a member, Televote!
Télévote 2004 :
L’heure est venue de vous servir de votre
clavier téléphonique pour voter !
Bien que l’élection annuelle des dirigeantes
provinciales de l’A.I.I.O par
télévote n’est que dans quelques
mois, nous vous encourageons à y penser
dès maintenant.
Le télévote – ou vote par téléphone doté
d’instructions simples à suivre – débutera
une minute après minuit le 26 octobre
et se terminera à minuit le 1 er novembre
2004, période au cours de laquelle cinq
vice-présidentes régionales uniquement
se feront élire (la présidente et première
vice-présidente conservent leur mandat de
deux ans, ce qui signifie que leurs postes
ne seront pas soumis à des élections avant
2005). Les résultats seront disponibles
le 2 novembre. Cela fait désormais sept
ans que nous utilisons le système de
télévote.
En septembre, tous les membres en règle
de l’A.I.I.O. recevront un envoi postal comportant
des informations sur les candidats,
des instructions pour utiliser le système de
télévote, un numéro 1-800 pour accéder à
ce système et un numéro d’identification
personnel (NIP), que vous devrez utiliser
pour voter (sans exception). Cette année,
l’envoi postal sera quelque peu différent :
tous les renseignements seront regroupés
dans un petit livret bilingue qui sera plus
facile à utiliser et moins dispendieux que
les formats des années précédentes.
Des renseignements plus détaillés seront
affichés dans la section des membres de
notre site Web www.ona.org.
Vous pouvez également laisser un message
sur notre service d’assistance téléphonique
pour le télévote en appelant le 416 964-
8833 (à Toronto) ou la ligne sans frais
1-800-387-5580, boîte vocale numéro
7748 (si vous appelez la ligne sans frais
après les heures de bureau, appuyez
sur le « 0 » immédiatement après avoir
composé le numéro pour être transféré
à notre bureau de Toronto). Si votre message
nécessite une réponse, un membre
du personnel vous rappellera dans les
48 heures.
Et n’oubliez pas, parlez-en aux autres membres, télévotez !
7

President’s message
Linda Haslam-Stroud, RN
ONA President
… you told us
that your primary
concerns were
wages and benefits,
pension,
retirement and
leave issues, job
security and working
conditions,
particularly workload
and staffing.
Bargaining new collective agreements is
the focus of activity at ONA now
As the former Chair of the hospital sector bargaining
team and now as your President, I will
always work for improvements on your behalf because
bargaining is my main concern.
The context for this round of contract talks is provided
by your needs and expectations, by a provincial government
facing serious budget issues – including a multi-billion
dollar deficit – and by the real need to find solutions
to problems you face in the workplace.
We entered bargaining knowing what your priorities
are, thanks to the extensive research we conducted in
2003. In the “Have a Say” questionnaire, you told us that
your primary concerns were wages and benefits, pension,
retirement and leave issues, job security and working
conditions, particularly workload and staffing. (You will
see that workload issues are the subject of our feature
section in this issue.)
We never discuss our specific proposals in public –
that would weaken our position. But you can be assured
that we take member research very seriously, and we are
pursuing your priorities at the bargaining table.
This is ONA’s10 th round of central hospital
bargaining.
It is the third time that we are using an interest-based
bargaining (IBB) approach. IBB is a more cooperative,
problem-solving process than traditional bargaining and
it takes more time. We work with facilitators throughout.
IBB is not a cure-all, but some problems do get resolved
more quickly. We have been able to address issues the
employer teams of the past were reluctant to even discuss,
let alone come to some agreement on.
So far, there have been three weeks of negotiations,
with additional dates set for the end of September and
early November. Local bargaining begins when the central
agreement is settled.
Negotiations are also underway in the long-term
care sector.
There has been one full week of bargaining for the nursing
home central team. The two sides exchanged proposals
and have set dates for at least three more weeks of
negotiations in September and October. They will
exchange local proposals by September 15.
As always bargaining is the art of the possible.
The provincial government has given hospitals average
minimal increases. But the Ontario Hospital Association
says this is less than half of what they will need to pay for
current services and anticipated increases in patient volumes.
The provincial government has also frozen the pay
of its senior managers, which some labour leaders think
is a strong signal of restraint for public sector unions.
Elsewhere in Canada, bargaining has been a mixed
bag for nurses. The British Columbia Nurses’ Union
settled for the status quo on wages, benefits and time off
provisions. The United Nurses of Alberta, meanwhile,
achieved an increase of six per cent over the next two
years.
Here at home, we are working hard so that we can
keep making the kind of gradual improvements that have
made you the best-paid nurses in the country.
8 VISION, SUMMER 2004

CEO’s message
Lesley Bell, RN
ONA Chief Executive Officer
We must continue
the fight to ensure
that professional
regulated health
care providers staff
our system, and
that there is
improved access
for all Canadians.
The dust has settled on the federal election and we
have a minority Liberal government in Ottawa
It remains to be seen whether this government
structure weakens Canada because of the inherent divisiveness
of a non-majority administration, or whether
the Liberals can work with other parties to develop consensus
on key issues.
If not, Canadians may find themselves back at the polls
much sooner than they want, and more disturbing is the
possibility that all progress on improving our national
public health care system will cease and even revert
back.
One issue that cannot be derailed regardless of how
things work out, is the issue of protecting and improving
the Canada Health Act, specifically Medicare.
The work started by the Roy Romanow Commission
under the former majority Liberal government must not
be allowed to sit on the shelves and gather dust. All parties
must unite on the issue of health care in Canada,
ensuring that Medicare stays intact and is, in fact,
strengthened.
Specifically, our national public system must stay public
and not be turned into a profit-making enterprise for
private interests through the backdoor of a minority government.
We must continue the fight to ensure that
professional regulated health care providers staff our
system, and that there is improved access for all
Canadians.
As front-line care providers, Ontario nurses and allied
health professionals have experienced an ongoing crisis
in our health care system in this province, whether it’s in
overflowing emergency departments, underfunding of
long-term care, rationed home care in the community or
a lack of public health nurses.
We believe that funding cuts to health care and a lack
of vision and planning have led to unhealthy and dangerous
work environments for patients and their nurses and
other professional care providers.
As a result, there is a worsening nursing shortage that
has impacted on our health care system in every sector.
It is harder and harder to keep our highly skilled, experienced
nurses working in Ontario, to bring back those
who have left, and to attract new graduates.
Resolving the nursing shortage is part and parcel to
protecting our health care system.
In fighting for the survival of Medicare, we our fighting
for the survival of our professions.
We must resolve to strengthen it by seeing that the
federal government makes the necessary legislative
changes to incorporate community and long-term care
health services into the Canada Health Act to ensure full
access to care for all Canadians in every sector of the
health care system.
The solution is to cease all further privatization of
health services and to create a strong primary health care
system that ensures Canadians can get the care they need
24 hours a day, seven days a week.
Both provincial and federal governments must also
take immediate action to resolve the nursing shortage by
adequately funding the system and improving working
conditions for nurses. The problems caused by understaffing
must be solved by: creating full-time nursing
jobs; increasing job security; improving mentorship for
new nurses by ensuring there are enough senior nurses;
and addressing compensation inequities by paying community
and long-term care facility nurses the same rates
as hospital nurses.
The Romanow Commission made progressive and
sensible recommendations that should not be forgotten
just because there has been a shift in the balance of
power. The former Liberal government invested substantial
monies to fund the Commission, and now must move
forward on implementing its worthy recommendations
to ensure all Canadians have access to the health services
and providers they need.
Ontario nurses are asking the Canadian government
and all parties to work together to keep health care public,
to reject further privatization of health services, and
to expand the Canada Health Act to include diagnostic
services, home care and pharmacare.
The current government must reaffirm the five pillars
of the Act for accessibility, universality, portability, public
administration and comprehensiveness, and add a new
principle of accountability.
Our public national Medicare system must be sustained
and improved now and into the future. All parties,
in conjunction with our current government, need to
step up to the plate to ensure this happens.
ONTARIO NURSES’ ASSOCIATION 9

Un mot de la Présidente
Linda Haslam-Stroud, inf. aut.
Présidente de l’AIIO
…vous nous avez
dit que vos
préoccupations
premières concernaient
les salaires,
les avantages
sociaux, les pensions,
les problèmes
liés à la
retraite et aux
congés, la garantie
d’emploi et les
conditions de travail,
en particulier
la charge de
travail et l’effectif.
La négociation de nouvelles conventions collectives est
actuellement la préoccupation première de l’A.I.I.O.
En tant qu’ancienne présidente du conseil de
l’équipe de négociation du secteur hospitalier, et, maintenant
à titre de présidente, les négociations seront toujours
ma priorité lorsqu’il s’agira d’améliorer votre situation.
Le contexte de cette ronde de négociations contractuelles
découle de vos besoins et de vos attentes, d’un gouvernement
provincial qui fait face à de sérieux problèmes
budgétaires – dont un déficit à combler de plusieurs milliards
de dollars – et d’un besoin véritable de trouver des
solutions aux problèmes auxquels vous êtes confrontées.
Nous avons entamé des négociations en connaissant vos
priorités, grâce à une étude approfondie que nous avons
menée en 2003. Dans le questionnaire « Exprimez-vous »
vous nous avez dit que vos préoccupations premières concernaient
les salaires, les avantages sociaux, les pensions,
les problèmes liés à la retraite et aux congés, la garantie
d’emploi et les conditions de travail, en particulier la
charge de travail et l’effectif. (Vous verrez que les questions
relatives aux surcharges de travail sont le sujet de notre
article principal dans ce numéro).
Nous ne discutons jamais de nos propositions concrètes
en public – cela affaiblirait notre position. Mais vous pouvez
être assurées que nous prenons vos commentaires très
au sérieux et que nous prenons en compte vos priorités
lors des négociations,
Il s’agit de la 10 e ronde de négociations de l’AIIO
pour les hôpitaux.
C’est la troisième fois que nous utilisons un processus de
négociations raisonnées. Cette approche est plus coopérative
et résout plus de problèmes que les négociations classiques
et ce processus nécessite plus de temps. Nous travaillons
avec des facilitateurs tout au long des négociations.
Le processus de négociations raisonnées n’est pas infaillible
mais il résout certains problèmes plus rapidement.
Nous avons pu discuter de certains problèmes qui, dans le
passé, n’enchantaient pas les équipes d’employeurs, et dont
les accords, à l’époque, n’étaient même pas envisageables.
Jusqu’à présent, il y a eu trois semaines de négociations
avec des rencontres additionnelles prévues pour la fin septembre
et le début novembre. Les négociations locales
débuteront une fois que les négociations centrales auront
été résolues.
Des négociations se poursuivent également dans
le secteur des soins de longue durée.
Des négociations ont eu lieu pendant toute une semaine
pour l’équipe centrale des maisons de repos. Les deux parties
ont échangé des propositions et ont fixé plusieurs
dates pour au moins trois autres semaines de négociations
en septembre et octobre. Ils échangeront des propositions
locales d’ici au 15 septembre.
Comme toujours l’art de négocier dépend du
possible.
Le gouvernement provincial a accordé aux hôpitaux une
augmentation annuelle moyenne de 3,4 pour cent au cours
des quatre prochaines années. Mais l’Association des hôpitaux
de l’Ontario déclare que cela représente moins de la
moitié de ce qu’ils devront payer pour les services actuels
et pour les augmentations anticipées du nombre de
patients. Le gouvernement provincial a également gelé la
paye de ses cadres supérieurs, ce qui, selon certains dirigeants
syndicaux, est un grand signe de compression pour
les syndicats du secteur public.
Les négociations dans le reste du Canada ont été très
nuancées pour les infirmières du pays.
Le British Columbia Nurses’ Union a négocié un statu
quo des clauses touchant les salaires, les avantages et les
congés. Toutefois, les infirmières unies de l’Alberta ont
négocié une augmentation de six pour cent au cours des
deux prochaines années.
Ici, en Ontario, nous consacrons tous nos efforts afin de
continuer de négocier des améliorations graduelles qui
font de vous les infirmières les mieux payées au Canada.
10 VISION, SUMMER 2004

Message de la directrice generale
Lesley Bell, inf. aut.,
Directrice générale
Nous devons
continuer à nous
battre pour assurer
que notre système
ait assez
d’effectifs de
fournisseurs professionnels
et
réglementés de
soins de santé et
pour améliorer
l’accès de tous les
Canadiens à ces
soins.
La campagne électorale fédérale s’est achevée et nous avons
maintenant un gouvernement libéral minoritaire
Il reste à savoir si cette structure gouvernementale
affaiblit le Canada à cause des divisions inhérentes à une
administration minoritaire ou si les Libéraux peuvent
collaborer avec d’autres partis pour en arriver à un
consensus sur les questions importantes.
Sinon, les Canadiens pourront se retrouver aux urnes beaucoup
plus tôt qu’ils ne le voudraient. Il y a aussi une possibilité
troublante que les progrès réalisés dans l’amélioration de notre
système public de soins de santé cessent et même régressent.
Une question qui ne peut changer, quoi qu’il arrive, est
la question de protéger et d’améliorer la Loi canadienne sur
la santé, et plus précisément l’assurance-santé.
Le travail entrepris par la Commission Roy Romanow
sous l’ancien gouvernement libéral majoritaire ne doit pas
rester sur les tablettes à accumuler la poussière. Tous les
partis doivent s’unir sur la question des soins de santé au
Canada pour assurer que l’assurance-santé demeure intacte
et qu’elle soit en fait renforcée.
Plus précisément, notre système public national doit rester
public et ne pas devenir une entreprise à but lucratif confiée
aux intérêts privés à cause des aléas d’un gouvernement
minoritaire. Nous devons continuer à nous battre pour
assurer que notre système ait assez d’effectifs de fournisseurs
professionnels et réglementés de soins de santé et pour améliorer
l’accès de tous les Canadiens à ces soins.
En tant que travailleurs de première ligne, les infirmières
et professionnels paramédicaux ont connu une
crise après l’autre du système de soins de santé de la province,
qu’il s’agisse des salles d’urgence débordées, des soins
à domicile rationnés au niveau communautaire ou d’un
manque d’infirmières de santé publique.
Nous croyons que les compressions budgétaires de soins de
santé et un manque de vision et de planification ont entraîné
des milieux de travail malsains et dangereux pour les patients
et leurs infirmières et autres professionnels paramédicaux.
Il en résulte une pénurie d’infirmières qui va en
s’aggravant et qui a une incidence sur chaque secteur de
notre système de soins de santé. Il est de plus en plus difficile
de garder des infirmières compétentes et expérimentées
au travail en Ontario, de ramener celles qui sont parties
et d’attirer de nouvelles diplômées.
La solution de la pénurie d’infirmières est un élément
essentiel de la protection de notre système de soins de santé.
En luttant pour la survie de l’assurance-santé, nous luttons
pour la survie de nos professions.
Nous devons prendre la résolution de renforcer le système
en s’assurant que le gouvernement fédéral fasse les
changements législatifs nécessaires pour incorporer les
services communautaires et les services de soins de longue
durée dans la Loi canadienne sur la santé, assurant ainsi à
tous les Canadiens le plein accès aux soins de santé de tous
les secteurs du système.
La solution consiste à cesser toute privatisation des services
de santé et de créer un système de soins de santé primaires
fort assurant que les Canadiens puissent avoir accès aux soins
dont ils ont besoin jour et nuit, sept jours par semaine.
Il faut que les gouvernements fédéral et provinciaux
prennent des mesures immédiates pour résoudre la pénurie
d’infirmières en finançant adéquatement le système et
en améliorant les conditions de travail des infirmières. Il
faut solutionner les problèmes posés par le manque de
personnel : en créant des positions d’infirmières à temps
plein; en augmentant la sécurité d’emploi; en améliorant le
mentorat des nouvelles infirmières (en s’assurant d’avoir
assez d’infirmières d’expérience); et en s’attaquant aux
disparités salariales en rémunérant les infirmières communautaires
et de soins de longue durée au même tarif que les
infirmières des hôpitaux.
Il ne faudrait pas oublier les recommandations progressistes
et raisonnables de la Commission Romanow rien que
parce qu’il y eu un changement dans l’équilibre du pouvoir.
L’ancien gouvernement libéral a investi des sommes importantes
dans cette Commission et il est temps maintenant de
mettre ses recommandations valables en action afin d’assurer
que tous les Canadiens aient accès aux services de santé et
aux fournisseurs de soins dont ils ont besoin.
Les infirmières de l’Ontario demandent au gouvernement
canadien et à toutes les parties de travailler ensemble à garder
les soins de santé publics, à rejeter la privatisation additionnelle
des services de santé et à élargir la Loi canadienne sur la
santé pour inclure les services diagnostiques, les soins à domicile
et le régime d’assurance-médicaments.
Le gouvernement actuel doit réaffirmer les cinq piliers
de la Loi qui sont l’accessibilité, l’universalité, la transférabilité,
l’administration publique et l’intégrité, et y
ajouter un nouveau principe de responsabilité.
Notre système public national d’assurance-santé doit être
soutenu et amélioré dès maintenant et à l’avenir. Toutes les
parties en cause et notre gouvernement actuel doivent
s’engager activement pour assurer que cela se produise.
ONTARIO NURSES’ ASSOCIATION 11

COLLECTIVE BARGAINING UPDATE
Hospital Sector
The Hospital Central Negotiating
Team (HCNT) completed its first week of
interest-based bargaining with the Ontario
Hospital Association, which is bargaining
on behalf of 136 participating hospitals.
ONA is bargaining on behalf of approximately
40,000 nurses working in the hospital
sector.
Futher dates for negotiations have been
set for:
• September 27-30 and October 1.
• November 8-12.
The HCNT will be posting overall bargaining
objectives and proposals, once
they have been tabled with the hospitals.
Because settlements and positions taken
during negotiations are made on a “without
prejudice” basis and are subject to overall
agreement on a new contract they are not
provided or made public. While tentative
agreements on issues may be made upon
conclusion of a new contract, they may
come back on the table in a different form
before the Board of Arbitration.
If a settlement is reached, ONA members
will be provided with full details during
the ONA ratification process. Should
there be an impasse, Local Coordinators
and Bargaining Unit Presidents in the
hospital sector will be advised of the
issues that will be determined by a Board
of Arbitration, as well as any items in
agreement. A copy of the arbitration
award will also be made available after it
is released.
Bargaining updates are available on the
ONA Web site in the secure Members’
Section at www.ona.org under “Bargaining
Update.”
Long-Term Care
Nursing Homes
ONA is negotiating with 116 nursing
homes participating in this round of central
bargaining in the Nursing Homes
Sector.
Negotiations opened during the week of
June 14-18. Further dates are as follows:
• September 20-24.
• October 12-15.
• October 25-29.
The Central Negotiating Team is gelling
nicely following orientation and team building
in Toronto from May 31 to June 4.
Bernadette Lamourie from Region 2 was
selected Chair for her third consecutive
round of bargaining. Other team members
include: Claudette Messier, Region
1; Vicky Thomas, Region 3; Marie Haase,
Region 4; Sandy Kravets, Region 5; plus
ONA staff.
Proposals were formulated from membership
research results of a survey sent to
members who work in nursing homes.
Mediation is scheduled for November
12-14 with Kevin Burkett, and another
meeting will be held on November 15
with participating homes to facilitiate
resolution of any outstanding issues. If
necessary, arbitration is slated for January
17-21, 2005 with either George Adams or
Bill Kaplan.
Local arbitrations will be held no later
than March 1, 2005, with the same arbitration
board.
ONA has agreed to exchange Local proposals
with the employer and the central
teams by September 15. Bargaining Unit
Presidents will be contacted by their
Labour Relations Officers for proposals for
Local issues.
If you have questions about the Nursing
Homes bargaining process, contact the
Central Team member from your Region
or the Team Chair by calling the Nursing
Homes Central Negotiating Team voicemail
box at 1-800-387-5580, ext. 7784.
Messages are retrieved regularly. The
voicemail box will also provide a brief
update on bargaining.
Bargaining updates will be mailed out
regularly to Local Executives following
each bargaining session, and can also
be viewed on the ONA Web site in the
Members’ Section at www.ona.org.
Pay equity payout for
nursing homes
Nursing Home employers have now received funding for
outstanding pay equity payments from January 1, 2004
to June 30, 2001. Payment was issued by employers on
June 16, 2004.
The pay equity adjustment was to be paid out on the
next regular pay period for ONA members.
If there are any problems with payment of the
adjustment, notify your Bargaining Unit President.
November 2004
Human Rights Caucus
meeting set
The 2004 Human Rights and Equity Caucus will be held on Monday,
November 22 at the Fairmont Royal York Hotel in Toronto. For the first
time, the caucus will be held throughout the day, instead of an evening
session.
More information on the caucus will be made available to Local
Coordinators and Bargaining Unit Presidents in August. Also watch
ONA’s Web site in the Members’ Section.
12 VISION, SUMMER 2004

How bargaining in the
Hospital Sector works
Since 1980, ONA has engaged in a joint bargaining process
with participating hospitals.
The Hospital Central Negotiating Team (HCNT) is elected by and
from ONA members in the hospital sector. The team is assisted by
ONA staff, and negotiates with a team elected by the participating
hospitals and Ontario Hospital Association (OHA).
Prior to bargaining, all ONA members are sent a Have-A-Say
Questionnaire where they can indicate their bargaining objectives for
the upcoming round. The survey is conducted by a respected firm
called Cultural Research. Survey results are shared with the HCNT
and ONA members, who guide the team and staff throughout the
bargaining process.
In the hospital sector, there are two components to the negotiations:
1. Central (or provincial) process - deals with the majority of the
contract issues, including almost all provisions of a monetary
nature.
2. Local process - normally takes place following the central process
Local issues are addressed by bargaining teams elected at the
local level with the assistance of an ONA Labour Relations
Officer (LRO). These issues often include scheduling, committee
composition and a small number of other issues where
one standard provision may not be appropriate.
Traditional bargaining
In traditional bargaining, the union and employer each develop proposals,
exchange them and explain why each wants what it wants.
Proposals are agreed upon, withdrawn or modified, until there is
either a settlement or the parties come to an impasse.
When a settlement is reached, it must be ratified by both the bargaining
unit employees and the employers. Both ONA members and
non-members are entitled to cast their vote of ratification (i.e. vote
yes or no to the tentative settlement).
If the parties reach an impasse in bargaining, they proceed to
conciliation, a process mandated by the Ontario Labour Relations Act
that is a necessary step for any union to proceed to a strike or interest
arbitration.
Under Ontario law, nurses in the Hospital Sector are not permitted
to strike. If the parties reach an impasse in negotiating a collective
agreement, they proceed to binding arbitration before a three-person
Board of Arbitration.
Each party (union and employer) names a nominee to represent
its interests. The parties either directly, or with the assistance of the
nominees, then attempt to agree to a chairperson. Where the parties
cannot agree, either party can request that a neutral chairperson be
appointed by the Minister of Labour.
Both the union and the hospital prepare briefs outlining the issues
in dispute with rationale as to why and how the Board of Arbitration
should award on them. Both parties have an opportunity to address
their issues at a hearing convened by the Board of Arbitration.
Following the hearing, the Board issues its award, which is binding
on all parties.
2004 round of bargaining
This is the 10 th -round of central bargaining for hospital nurses in
Ontario. Until the 1998-2001 round of bargaining, ONA and the hospitals
negotiated in the traditional manner described above.
The 1996-1998 round of bargaining was particularly confrontational,
and both the hospitals and ONA determined that a different
process to repair the bargaining relationship would be of benefit.
Consequently, ONA and the OHA decided to pursue a type of bargaining
called “Interest-Based Bargaining” (IBB).
Using an IBB approach to bargaining is much more time consuming,
as the parties explore issues by:
• determining what their shared or common interests are.
• setting ground rules on how they will work together.
• spending time discussing problem areas to clarify the issues.
• brainstorming potential solutions to problem issues.
• arriving at solutions appropriate for the area of concern.
While this process requires extensive commitment to training from
both parties, and although facilitators are costly, the IBB process has
led to improved relationships with the OHA at the provincial level,
and earlier resolution of some problem areas.
Through the IBB process, ONA has been able to address issues that
employer teams of the past were reluctant even to discuss, let alone
come to agreement on.
Bargaining priorities identified by
hospital nurses for 2004 round
1. Wages.
2. Retirement package, leave of absence.
3. Job security, workload, staffing.
4. Scheduling, shifts.
5. Working conditions, workplace health and
safety, benefits, part-time issues, education.
6. More permanent positions, seniority.
7. Sick leave, preserve nurses’ role, recognition,
respect, better representation, contract issues,
greater voice for nurses and experience,
qualifications, competence.
8. Management issues, discrimination and equity
issues, severance/layoff, improved grievance
procedure, health care issues, job postings.
13

ONA MEMBERS ACROSS ONTARIO
EXCESSIVE WORKLOAD:
ONA members
speak out
Affecting nurses’ health and patients’ outcomes
14 VISION, SUMMER 2004
Without question, the health of Ontarians is highly dependent on the services provided
by nurses and other health care professionals, which is why it is so essential
to address their concerns about working conditions and workload.
One of the single most common complaints that ONA hears from membership is that
their workloads are excessive. All sectors of the health care system are impacted by workload
issues, and have concerns from an occupational health and safety perspective. Nurses also
fear excessive workloads might lead to circumstances that result in their being reported to the
College of Nurses of Ontario (CNO).
The RN staffing shortage, increased patient acuity, health care system issues and lack of
resources are issues common to all sectors.
For hospital nurses, other factors impacting on workloads include, increased use of less
qualified staff, use of agency nurses, and lack of support staff. Factors also affecting nurses in
long-term care include: inadequate staff mix ratio; insufficient patient care hours; increased
average number of multiple medical diagnoses per resident; and the resultant increased
complexity of required nursing care and RN intervention. And in the community sector,
additional concerns include insufficient staffing, funding and resources leading to rationed
care; and traveling time.
ONA members also report the lack of availability of nursing leadership or educators, who
are frequently pulled away from work units for various reasons, leaving front-line nurses to
make decisions based on experience and education.
Because of heavy workloads and the chronic staffing shortages that plague most facilities,
ONA members fear for the safety of their patients and worry that their ability to provide quality
care is compromised, putting their CNO registration at risk.
Research validates our members’ concerns.
In her October 2003 report “Stepping to Success and Sustainability,” supported by 1995
American Nurses Association research, Linda O’Brien-Pallas wrote, “Concerns about workload
and staffing not only influence nurses’ health and safety, they also influence patient
outcomes. In U.S. hospitals, the odds of patient mortality increases by 7 per cent for every
additional patient in an average nursing workload … Inadequate nursing staff has been associated
with other types of adverse occurrences, including medication errors, decubitus ulcers,
pneumonia, post-operative infections, and urinary tract infections…”
Workload/staffing top ONA priorities
ONA membership research indicates that addressing workload and staffing levels are two of
the most important priorities for our organization. Workload and staffing levels also figure
among the top issues being presented at the bargaining table in both hospital and nursing
homes sectors, on the direction of ONA members, compiled from the “Have A Say” questionnaires
on bargaining objectives.

WORKLOAD
ONA members speak out about excessive workloads
Layoff rumours
fuel insecurity for
Brampton nurses
Dorothy Sterling, RN
ONA Local 43, Region 3
William Osler Health
Centre, Brampton
While rumours of the possible layoff of
400 full-time equivalent staff abound, ONA
members from Local 43, William Osler
Health Centre, Brampton site, are feeling
more unsettled than usual.
“Workload and staffing levels are a major
concern for our members, but these rumours
really have them feeling insecure,” said Local
Coordinator/Bargaining Unit President
Dorothy Sterling, RN. “Nothing is substantiated,
but there is a hiring freeze and everything’s
on hold. It is making a stressful work
environment even more uncomfortable.”
Sterling says heavy workloads for existing
RN staff have had a great impact on both the
nurses and their patients.
“In my day-surgery unit, people come in
the morning and are supposed to be out by
1900 hours. It means more people are put
through in a day, and we’re required to get
them out in time,” said Sterling, a former
ONA Board member and long-time ONA
activist.
“We often end up staying late to ensure
the patients get the care they need. It means
we end up following rules instead of what
our hearts tell us to do, in a traditional
nursing sense. It’s frustrating for nurses and
confusing for patients. We want our patients
to leave feeling like they’ve received good
care and are physically ready to go home
post-op.”
Sterling says the workload means nurses
are routinely denied overtime, miss breaks
and are occasionally told they may have
vacations denied, although she isn’t aware
of that having happened. Another concern
impacting on workload is insufficient hospital
security.
“On top of our jobs, we’re always looking
over our shoulders for possible security
breaches and threats, such as abusive
patients and families. The stress takes its
toll on our health, adds to our sick time and
compounds the workload problem,” says
Sterling.
Despite the problems, Sterling says the
hospital administration seems willing to work
with nursing staff to improve the situation.
The current director of professional development
is supportive of nursing staff, and the
Surgical Director, who deals with workload
complaints, has shown a commitment to
resolving the some 50 workload forms filed
by Local 43 members since May.
“They seem to take our concerns seriously.
Filing workload
complaints key to
addressing concerns
for Sault’s Local 46
Glenda Hubley, RN
ONA Local 46, Region 1
Sault Area Hospital
Local 46 Coordinator Glenda Hubley, RN, a
registered nurse on the surgical unit at Sault
Area Hospitals, has been down this road
before.
After filing a Professional Responsibility
Complaint (PRC) that resulted in the hiring of
two full-time positions on an all-RN surgical
unit in 2001 (see article in ONA Vision, Spring
2001, pg. 21), workload concerns are surfacing
once again, this time on a med/surgical
unit consisting of an RN/RPN skill mix.
“There is an accountability from the
Ministry of Health and Long-Term Care for
our hospital to benchmark with other hospitals,
and that is causing a problem,” she said.
“Patient safety should come first, but the
hospital is driven by the Ministry’s benchmarking
accountability, which essentially is
changing the delivery of care.”
Hopefully, this will help resolve some of our
workload problems, but obviously they need
to hire more staff,” said Sterling.
However, as of June 1, all job posting
notices were removed and a hiring freeze
put into effect to deal with the hospital’s $27
million deficit. Sterling believes the $800,000
in provincial funding that was to go to hiring
nurses in 2003 was actually spent on bedside
equipment.
The other crucial component in solving the
workload situation is to consult more with
RNs, she says.
“There has to be a front-line nurse at all
management team meetings. We know firsthand
what the problems are and what it
takes to resolve them,” said Sterling.
For example, RNs and RPNs now work
collaboratively on a previously all-RN unit.
Hubley says this has caused difficulties in
terms of the College of Nurses of Ontario’s
(CNO) Standards of Practice, but nurses have
a good relationship with the employer and
are confident they can work it out.
“Filing workload complaints has been the
key to our employer creating 70 full-time
float pool positions this past year,” she said.
“That has been a very good thing for Local
46, with positive outcomes for both our
patients and our members. ONA was very
supportive of the PRC we went through.
During the process, we supported the nurses,
and ONA supported the Local.”
Hubley adds that nurses struggling with
workload issues must first and foremost
understand the CNO Standards, and realize
that both nurses and employers are responsible
for quality care.
“Sometimes employers don’t get it,”
she said. “(Workload issues) are not about
the nurse or the employer, they are about
accountability and the delivery of safe, ethical
care to the patient. Nurses must remember
that if it doesn’t feel right, it’s not right,
and they need to do something about it.”
15

WORKLOAD
ONA MEMBERS ACROSS ONTARIO
ONA members speak out about excessive workloads
Putting out fires in
homes sector all in
a day’s work
Bernadette Lamourie, RN
ONA Local 74, Region 2
Extendicare Ottawa
Excessive workloads have taken the joy
out of nursing, says Local 74 Coordinator
and Bargaining Unit President Bernadette
Lamourie, RN, a veteran of 37 years of nursing
overall and 23 in the homes sector.
“You never leave a shift feeling like you’ve
done all you needed to. You’re simply not
able to do the job you should be doing,
or could be doing, if you had the proper
amount of time to do it in,” said Lamourie.
“You spend all your time putting out fires,
rather than preventing them. Some days, I
just feel like retiring.”
Lamourie’s concerns are fairly reflective
of the nursing homes sector in general,
with registered nurses grappling with critical
staffing shortages and impossible staff
mixes, although she says her nursing home
is slightly better staffed than others.
On an average day shift, one RN is in
charge of 60 residents, with support from
one Registered Practical Nurse and unregulated
Health Care Aides (HCA). Minimum
staffing levels are legislated but are inadequate
to provide safe, high quality resident
care.
“An HCA or RPN doesn’t have the assessment
skills and knowledge of an RN. Yet,
depending on the unit and acuity of residents,
you may find an HCA or RPN directly responsible
for some 10 to 20 residents,” she said.
“We depend heavily on them to report any
changes in a resident’s status, but if something
is missed, it could have a catastrophic
outcome for the resident. It’s an extremely
difficult situation.”
Lamourie says residents should be getting
more attention and care from an RN, someone
with proper training and assessment skills,
but one person cannot get around to properly
assess 60 residents in an eight-hour shift.
“It’s impossible. In the end, the residents
who are the most acutely ill get most of the
attention, and ultimately, the RN is accountable
to the CNO,” she said.
The stress from worrying about what
could happen on a shift is tremendous and
constant, says Lamourie.
“It doesn’t make you feel good about your
job, and it isn’t what I went into nursing for.
I’m pedalling hard just to keep up, much less
to get ahead,” she said.
The workload situation is one of the reasons
why it’s so difficult to recruit and retain
nurses in the homes sector. Another key factor
is that wages and benefits fall short of
hospital rates.
For Lamourie, a perennial member of the
Nursing Homes Central Bargaining Team and
team chair for the third consecutive round
this year, the fight will again move to the
bargaining table.
“Workload and staffing issues, along with
wages and benefits, will be major issues in
this round,” she said. “We’re hoping to make
some real gains, to relieve some of the pressures
for nurses in the homes sector.”
In the meantime, ONA will continue
to lobby the provincial government for
increased nursing home funding specifically
directed to nursing care, improvements in
staffing levels and more hours of nursing
care per resident.
“On ‘grid-lock days,’
we can barely get
the essentials done”
Kathi Snell, RN
ONA Local 25, Region 4
Guelph General Hospital
For Local 25 Coordinator Kathi Snell, RN, and
the registered nurses working in the emergency
room at Guelph General Hospital,
workload issues are playing a big part in
their ability to provide quality care.
“Many days, when we are in grid-lock, it is
a big concern,” she said. “My members can
barely get the essentials done and it becomes
an assembly line. That just doesn’t feel right.
We can’t give the quality patient care we
16
want, and health teaching with patients and
families is basically non-existent.”
Despite that, there have been no layoffs
at Snell’s hospital and, in fact, they are
recruiting for several full-time and part-time
permanent positions from funds allocated
for RN hiring. Snell and the other ER nurses
have formed a working group – she serves
as co-chair – to make nursing recommendations.
They meet regularly with the employer,
who she says is very receptive and attentive
to their concerns.
“We are addressing many professional
practice issues, including RN/RPN role clarity
and appropriate assignments within scope
of practice,” she said. “Many good recommendations
have come out of the working
group.”
Snell adds that work environments could
be vastly improved if non-nursing duties were
taken away from nurses, and if truly meaningful
workload measurement tools were used,
instead of “punitive number games that take
too much time away from the bedside and
patient care, and do nothing but tell nurses
when they have too much staff.”
“Who do you think cleans up spills from
the patient’s bedside? A nurse has to clean
initially before a housekeeper will come in.
Who do you think cleans up operating theatres
after 11 p.m? A nurse does on overtime
and callbacks,” she said.
“If physicians were held accountable for all
after hours procedures, and had to give up time
for non-urgent procedures then we could have
money for nursing and job satisfaction!”

Long-term care workload solutions sought
through collective bargaining and lobbying
members in long-term care facili-
have been complaining about
ONAties
the inability to deliver appropriate care to their
residents primarily because of workload.
ONA collective agreements historically
have included a workload complaints procedure.
However, that mechanism requires
documentation that takes time to assemble,
and members already have difficulty finding
the time to complete their formal employment
responsibilities.
“To date, ONA has been able to negotiate
improved staffing levels at specific agencies,
but it continues to be a challenge,” said ONA
President Linda Haslam-Stroud, RN. “We are
working hard to improve conditions for our
long-term care members, and the quality of
care for residents, both through collective
bargaining and by lobbying for legislative
changes.”
Levels of Care funding was introduced in
1993, providing an opportunity to develop a
user-friendly, easily-administered system of
adjusting staffing levels.
In June 2001, the PricewaterhouseCoopers
(PWC) Report was released. Commissioned
and directed by the Employer/Operator
Associations and funded by the province of
Ontario, the report determined how many
hours of registered nursing care was received
by each facility resident in a number of jurisdictions
in Canada, the United States and
Europe. It also calculated the care requirements
of these residents.
The report indicated that Ontario residents
have care needs equal to or greater than residents
in all other jurisdictions, but received
less care in total. It recommended that
Ontario increase its funding so that facility
operators could implement the Manitoba or
Saskatchewan levels of care.
In Manitoba, the RN level is .4 hours or
24 minutes of RN care per resident a day,
while the Saskatchewan level is .59 hours or
35 minutes. The current average in Ontario
is .23 hours or 14 minutes of RN care per
resident a day.
The PWC Report became the basis for
subsequent ONA action in bargaining and
lobbying for improvements to staffing levels
in the long-term care sector.
The latest annual report of the Geriatric
and Long-Term Care Committee of the Office
of the Chief Coroner of Ontario focuses on
the increasing complexity of residents’ conditions
in long-term care facilities, and the
need for enhanced nursing assessments.
The College of Nurses of Ontario (CNO)
continues to emphasize that, as patient condition
complexity increases, their care must
be assumed by RNs.
There is even evidence within individual
facilities confirming the need for more RN
staff. Each January, every long-term care facility
is sent a report containing summary details
of residents’ conditions. One section indicates
that the average number multiple diagnoses
per resident is increasing. Increasing multiple
medical diagnoses adds to the complexity
of residents’ conditions and, therefore, the
increased need for RN intervention.
ONA is still in the early stages of efforts to
win increased RN hours in long-term care facilities,
although to date there isn’t any authoritative
interest arbitration decision on this issue.
At Windsor’s Huron Lodge, however, the
last settlement contained an obligation on
the employer to increase the daily RN complement
from seven to 12, and at Rideaucrest
in Kingston, the employer agreed to increase
bi-weekly RN shifts from 100 to 120.
ONA has a number of Homes for the Aged
where the employer is already providing
close to or in excess of .4 hours of RN care
per day, and the collective agreement requires
the employer to maintain the current level of
RN staffing. At more than half of our Homes
for the Aged, the employer, in addition to its
other staffing commitments, has agreed to
discuss with ONA the issue of adopting the
PWC Report’s benchmarks when determining
staffing complement.
As a result of Employer Association lobbying
efforts, the Ontario government announced
in July 2002 that it would raise funding for
nursing and personal care staffing by $100
million – nearly 12 per cent. The following
July, an additional $100 million was given to
long-term care facilities, and on May 11 of
this year, the new Liberal government
announced it would increasing funding to
long-term care facilities by a further $191
million. These funding increases have made
it more practicable for employers to respond
positively to ONA’s proposal.
ONA is pressuring the provincial government
to require operators to be more accountable
for their funding. Simultaneously, ONA
is determined to rectify these inadequacies
directly with individual employers.
Through the Ontario Labour Relations
Board, ONA will seek orders requiring
employers to disclose their funding allocation
decisions. And through negotiations,
ONA will pursue provisions in our collective
agreements that will ensure appropriate levels
of staffing through user-friendly enforcement
mechanisms.
ONTARIO NURSES’ ASSOCIATION 17

WORKLOAD
ONA MEMBERS ACROSS ONTARIO
“ONA is responding to our members’ concerns about workload,
both through political lobbying and by strengthening language in our
collective agreements. There is no question that workload is one of the
most prevailing concerns for our registered nurses in all sectors of the
health care system,” said ONA President Linda Haslam-Stroud, RN.
“ONA’s goal is to work with government, the CNO, employers and
other health care stakeholders on resolving the nursing shortage and
workload concerns. Ultimately, Ontario patients will be the winners
in gaining safer, quality care in an environment that is also safer for
nurses and other professional care providers.”
Lost-time claims increased
From an occupational health and safety standpoint, the toll from
excessive workloads and understaffing on the nursing ranks is enormous
and costly.
In 2002, nurses filed 1,481 lost time claims with the Workers
Safety Insurance Board (WSIB) for injuries or illnesses on the job,
totaling 52,105 lost days of work at a cost to the system of $5.1 million.
Between 1990 and 1998, lost time claims submitted by nurses
in Ontario’s hospitals increased by 10 per cent.
The national Office of Nursing Policy determined in a 2002 study
that Canada’s registered nurses have the highest absenteeism rate of
all full-time Canadian workers, and was 80 per cent higher than the
national average. Between 1997 and 2002, the absenteeism rate for
RNs increased by 16.2 per cent.
Documenting workloads essential
ONA hospital nurses have a mechanism called the Professional
Responsibility Clause in their collective agreements. Nursing Homes
have a similar process, as do some Homes for the Aged and community
health units.
For hospitals, Article 8.01 documents workload concerns and puts
into a play a mechanism that includes getting facility managers to
work with the union to try and resolve the situation. It is designed
to enhance safe, quality patient care by addressing concerns relating
to professional practice, patient acuity, fluctuating workloads and
fluctuating staffing, in a timely and effective manner.
“This is ground-breaking language, and ONA was the first nursing
union in Canada to incorporate it into our collective agreements,
with other provincial unions following suit,” said Haslam-Stroud.
“This mechanism not only is for the well-being and safety of
patients, but also is for the protection of our members, who may
identify that their patients are at risk because of understaffing or
workload concerns.”
By filling out workload documentation forms, available from all
Bargaining Unit Presidents, every time they identify an unsafe condition,
ONA members are shifting responsibility and accountability
back on the employer.
The form itself is not a professional responsibility complaint, but
the start of a paper trail to identify and demonstrate ongoing problems
that require a response from managers in a health care setting.
It also acts as proof of an ONA member’s identification of patient
safety issues to managers, and provides evidence should you find
yourself having to responds to the CNO’s Complaints and Disciplines
Committee.
It isn’t always successful, but has resulted in improved working
conditions for some ONA members, such as:
• increased staffing levels.
• safer workplaces.
• improved communication with employers.
• improved quality of care.
• provision of necessary equipment and supplies.
ONA continues to tackle the workload issue in a number of
venues, through collective bargaining, legislative changes and the
grievance/Professional Responsibility process.
In the previous pages, some of our members talk about their experiences
with excessive workloads in their workplaces.
18
At Grey-Bruce
CCAC, “Morale has
never been lower”
Elaine Palmer, RN
ONA Local 4, Region 5
Grey-Bruce Community
Care Access Centre,
Owen Sound
For Local 4 Coordinator Elaine Palmer, RN,
and the staff at the Grey-Bruce Community
Care Access Centre (CCAC), workload issues
have never been more prominent.
“Our workload has increased dramatically
since April, when 7.5 positions were
eliminated due to budgeting,” she said. “The
CCAC redesigned our work due to this reduction
in staffing levels.”
That redesign has meant, among other
things, that staff are being shifted to different
areas, and waiting lists are growing out
of control, particularly for the frail elderly.
“They are assessed and then put on a waiting
list, which is currently over a year long,”
she said. “They can’t get the services they
need. We are now seeing a two-tiered system
emerge. Those who can afford to buy walkers,
do so. Those who need to go through
the CCAC, wait. Those who can afford private
care, buy it. Those who can’t, wait. Patient
safety is my number one concern.”
Palmer says relief will only come when the
CCAC receives the additional funding it was
promised one year ago, which will hopefully
mean an increase in staff.
“We desperately need that,” she said. “We
are seeing burnout, stress leave and sickness in
our staff. There is no relief for vacations. In fact,
morale is the lowest level I’ve ever seen it.”

What dues do for you
“So, how are my monthly ONA dues spent?”
This is one of the most common questions
we get at ONA, so we thought we’d outline
what your membership brings. We are
very proud of the vast array of services and
benefits we efficiently and effectively provide
to our members.
Monthly dues, which are tax deductible,
currently stand at $61 per member per
month (see pie chart for breakdown) and are
allotted as follows:
Operating portion
AIDS/LTD - $2.50
LEAP - $1.50
Local Portion - $9.00
Supplemental Fund - $2.00
$46.00
Operating
The majority of your dues goes towards
our operating fund, or the money needed
to conduct traditional union business, such
as contract administration and negotiations,
grievance handling, education services,
professional legal representation and expert
staff support. It includes rent, property taxes,
heath/light and building maintenance. The
operating fund also includes fees for our
affiliation with the Canadian Federation of
Nurses Union, which provides advocacy on
behalf of patients, professional caregivers and
our public health care system.
Legal Expense Assistance Plan (LEAP)
LEAP provides financial assistance when a
complaint is brought against a plan member
to the College of Nurses of Ontario or another
regulatory body. It also provides funds in
the event of legal actions arising out of the
workplace, such as inquests or criminal code
investigations.
Local portion
A portion of your dues goes right back to
your Local to fund a variety of activities,
including grievance handling and education.
This ensures your Local has the autonomy
and ability to customize the services you
require at the Local level.
Supplemental fund
This was set up for Locals who need additional assistance. Under the
Local Financial Guidelines, certain requirements must be met, therefore,
a fund was established allowing Locals to apply for additional
finances to meet those needs.
AIDS/long-term disability (LTD) premiums
A portion of your dues funds supplementary AIDS/LTD coverage in
the unfortunate event that you are unable to work due to illness or
injury. Enrolment is automatic for dues-paying members and could
save you thousands of dollars should something unforeseen happen
to you in the workplace. The LTD portion applies to members who
do not have coverage through their employer, while the AIDS portion
is for all members.
Revised members guide to LEAP released
The Legal Expense Assistance Plan document has been revised and is now available
through the Members’ Section of the ONA Web site at www.ona.org. You can also
obtain hard copies of the document through the ONA mailroom.
19

ONA believes there is no place for racism or any form of discrimination in
the workplace or anywhere else.
Professor Tania
Das Gupta:
Racism negatively
impacts nurses at work
During the 2000 Human Rights and
Equity Caucus held in conjunction with
ONA’s Biennal Convention, the Racially
Diverse Caucus recommended ONA conduct
a study to determine the existence and prevalence
of racism in nursing.
Professor Tania Das Gupta of York
University has concluded her one-year
exploratory study into racism in nursing
in Ontario. It was formally presented to
ONA membership at the November 2003
Provincial Coordinators Meeting.
In general, the study found there are many
ways in which racism manifests itself in the
workplace and the report outlines those. The
way facilities conduct their business indicates
there is systemic racism. There are also
individual acts of racism.
“One of the most disturbing findings is
that almost all categories of nurses of colour,
but especially Black nurses, indicated racism
had negatively affected their working lives.
Co-worker harassment and harassment from
patients are significant issues,” said ONA
President Linda Haslam-Stroud, RN.
“ONA believes there is no place for racism
or any form of discrimination in the
workplace or anywhere else. Professor Das
Gupta’s report is a valuable tool to help ONA
members identify, and work toward, eliminating
racism in nursing.”
Haslam-Stroud indicated ONA is committed
to diversity, human rights and equity,
and dignity and respect for all members, and
would continue to work on behalf of members
to ensure their rights to harassment-free
workplaces are upheld
and protected.
The Das Gupta report
discusses the subtlety
of systemic forms of
racism and individual
acts of discrimination
and harassment in the
workplace. Individuals
can be the recipient of
discrimination and not
realize that it is part of a persistent pattern.
The report provides tools that will help members
deal with racism and discrimination.
Professor Das Gupta noted that ONA’s
undertaking of the study was a positive sign,
and indicates the organization is taking a
lead in attempting to address these issues.
What follows is a brief overview of the
report, and some of its conclusions.
For the study, all ONA members were
asked in a questionnaire to self-identify
with seven diverse groups: Black/African
Canadian, Asian Canadian, South Asian,
Aboriginal/First Nations, White/European,
Central/South American and Other.
Nurses were asked to describe how their
race, colour or ethnicity had affected their
work experience, and if they had ever been
made to feel uncomfortable or “put down”
because of these factors.
They were also asked if they felt their race,
colour or ethnicity had an effect on aspects
of their employment, including hiring, promotions
and relationships with colleagues,
patients and managers.
In her study Professor Das Gupta defines
racism and offers practical examples of patterns
of behaviour, such as: targeting, where
one worker is subject to closer scrutiny, more
severe discipline or the heaviest or most
undesirable work assignment; or segregation,
where we find workers of a particular
race or ethnic background concentrated in a
particular work area, usually the least desirable.
Evidence of situations like this, and other
examples provided, should alert us to the
fact that racism may indeed exist in the
workplace. The theoretical framework Professor
Das Gupta gives outlines the historical
exclusion of Blacks and other visible minorities
from the health care system, and notes
the current lack of visible minorities in the
upper echelons of the health care hierarchical
structure.
The survey found that significant numbers
of nurses of colour, and particularly black
nurses, indicated they had felt that their
worklife experience had been negatively
affected by their race colour or ethnicity.
In some cases, they felt that even when this
had been brought to the attention of hospital
management, nothing had been done. Many
had experienced serious medical problems
because of the negative or “poisoned” work
environment.
It is also disturbing that when asked who
the “put-downers” were, the largest proportion
“were colleagues, followed by patients,
doctors, managers and ‘others’.”
Based on the survey results, Professor Das
Gupta concludes: “My survey, despite its
limitations [sic], indicates that anti-Black
racism is prevalent in nursing. In almost
every category, Black/African nurses reported
that race/ethnicity/colour influenced their
employment experience.”
ONA’s Provincial Human Rights and Equity
Team strongly encourages all members to
review Professor Das Gupta’s report. A copy
of the report and executive summary can be
obtained by going to the Members’ Section
of the ONA Web site at www.ona.org, or by
contacting the ONA mailroom in Toronto.
20 VISION, SUMMER 2004

strongly advocates the use
ONAof ceiling lifts as a much safer
alternative for registered nurses and other
care providers who lift and move patients.
In fact, ONA recommends that blueprints
for all new health care facilities should
include a plan for the installation of ceiling
lifts in every patient care room or patient
location. For older facilities, ceiling lifts
should be retro-fitted wherever possible.
The provincial government has demonstrated
support for this initiative. In May,
Health and Long-Term Care Minister George
Smitherman announced that $60 million
would be provided to purchase and install
12,000 patient lifts in hospitals and longterm
care homes to ensure the safe movement
of patients. The funding tops up $14
million in federal monies allocated in 2003/
2004 for patient and staff safety equipment,
including mechanical bedlifts.
As new methods for protecting health-care
workers from workplace injuries and accidents
are explored, how patients are lifted
and moved is a critical issue for nurses. RNs
are extremely susceptible to musculoskeletal
injury because of their day-to-day workplace
activities in providing patient care.
In 2003, the Workplace Safety Insurance
Board (WSIB) reported that overexertion injuries
in the health care sector accounted for 54
per cent of total lost-time injuries, with health
care workers having among the highest rates
of injuries of all industrial groups. Data from
2002/2003 shows injuries to nurses resulted
in 51,000 lost days of nursing.
“This is completely unacceptable and
demonstrates just how at-risk nurses are.
These numbers can be reduced through fairly
simple prevention initiatives, which would
make our workplaces safer for our members
and reduce the number of musculoskeletal
injuries,” said ONA President Linda Haslam-
Stroud, RN, a member of the new provincial
Health and Safety Action Group, a joint initiative
of the health and labour ministries,
which is looking at reducing workplace
injuries for health care workers.
“In consultation with Joint Health and
Safety Committees (JHSC), employers must
develop patient handling programs that
incorporate the purchase, training and use of
ceiling lifts and other mechanical and lifting
devices.”
A 1994 Sunnybrook Health Science Centre
study found ceiling lifts reduced the number
of staff needed to execute patient lifts, and
that nurses perceived less effort was required
using ceiling lifts compared to conventional
floor model lifts.
ONA asked members in this facility what
they thought about the ceiling lift, and most
were very pleased with the system and the
reduction in injuries. However, no system is
without risks.
One member found a number of problems
with a lift used on her unit. It has a steel bar
attached to the ceiling on which the lifting
device slides. If the bar isn’t positioned
properly, a lot of twisting and bending across
the bed is required to correctly position the
patient in the chair.
It is costly to move the bar once it is
installed since it is part of the structure of
the ceiling joists, and because a canvas lift
sheet is required for each patient, a washing
machine must be available to launder soiled
sheets.
Attaching the battery pack to the strap on
the ceiling is also a problem because it must
be lifted over one’s head. It is easier to stand
on a chair to hook it in, but that puts a member
at risk of falling. Another ONA member
reported that shorter health care workers
need to use a reacher.
Ceiling lifts safer
alternative for
moving patients
At a recent health and safety conference
in Vancouver, participants were overall
extremely pleased with ceiling lifts and would
not want to go back to the old way of lifting.
Many felt that a two-track system was much
easier to manoeuvre than a one-track system.
The British Columbia Workers Compensation
Board is far ahead of Ontario in this
regard. The WSIB’s mandate in Ontario is
also prevention, however initiatives have
been minimal compared to those of BC.
“JHSCs must help employers understand
the benefits of health and safety prevention
initiatives involving ceiling lifts, mechanical
and lift devices, and a good, sound ‘nounsafe
lift’ policy/program that incorporates
training for all staff required to lift,” said
Haslam-Stroud. “It will prevent injuries, and
in the long-term, will be cost efficient for the
employer.”
ONA members are encouraged to ask their
employer to take action on this issue. JHSCs
should make written recommendations to
employers for implementation of a no-unsafe
lift policy/program that includes the purchase
of equipment and training for staff.
Health care employers certainly should
know that it costs much less to prevent an
injury than to react to an injury that has
already occurred.
Members should speak to their JHSC or call
the Ministry of Labour (MOL). A list of MOL
phone numbers can be found in the Members’
Section of ONA’s Web site at www.ona.org.
JHSCs must help employers understand the benefits of health and safety
prevention initiatives involving ceiling lifts, mechanical and lift devices.
ONTARIO NURSES’ ASSOCIATION 21

ONA Education:
developing skills and leadership
One of the most important services
ONA provides is continuing education,
preparing members to take on leadership roles
within the union and on their work units.
The Provincial Education Coordination
Team (PECT), in collaboration with ONA’s
four District Service Teams (DST), works to
deliver quality ONA education programs that
are accessible to all ONA members.
ONA education has many functions and
objectives, including helping members
understand how labour and health legislation impact on their workplaces and working lives,
what their rights are under ONA collective agreements, and ONA’s structure at provincial,
local and bargaining unit levels. Education also helps members develop skills in the areas of
interpreting contracts, preparing for grievances and arbitrations, and representing members
in their workplaces.
Education requirements for each region are determined each year by the development of
regional education plan. Every two years, the Board reviews the regional education curricula,
and publishes a recommended list of priority programs to assist Locals in their planning of
education programs for the coming two-year period.
ONA Board recommended programs for 2005
1 st Quarter
Negotiations
ONA Representative
Treasurers’ Workshop
Executive Skills Level1
2 nd Quarter
Executive Skills Level 2
Contract Interpretation
Human Rights Level 1
Workload
3 rd and 4 th Quarters
There is no cost for ONA members to attend ONA workshops, however reimbursement
for meals, travel and salary are determined by Local policy. If you are interested in attending
a workshop, contact your Local Coordinator.
To find out more about ONA education, check the education link
on ONA’s Web site at www.ona.org, or call the DST education contact
in your area. Dial the toll-free ONA number of 1-800-387-5580 (in
Toronto, call (416) 964-8833) and press the respective access number
for each team. When prompted, dial the extension of the education
contact, listed below.
Education Contacts for each DST
WSIB
Occupational Health & Safety
Human Rights Level 2
Grievance Arbitration
Media Relations and Political Lobbying
North Team Kelly Robert, Sudbury press 6 ext. 3128
East Team Tina Shogren, Kingston press 2 ext. 4030
South Team Lynn Morra, Toronto press 0 ext. 2420
West Team Victoria Kotevich, Windsor press 9 ext. 5221
Navigating the
ONA Web site
ONA’s Web site continues to expand, with
more and more features now available.
Plenty of new features are aimed at providing
members with the information they need
in a quick, intuitive manner. Here’s an update
on what’s new at www.ona.org.
Public area
The public area of the Web site offers information
that may be of interest to non-members.
This includes news items, information
on education workshops, ONA’s stance on
current events, political information, ONA
history, calendar of events, contact and Board
of Directors information and media items.
Members’ Section
All bona fide ONA members can access
“members only” information in the secure
Members’ Section. Logging in is easy. You
just need two bits of information:
1. Your Union ID number (which can be
found on your ONA ID card).
2. Your last name, exactly as it appears on
your ONA ID card.
Log-in window for Members’ Section of Web site
The Members’ Section offers a whole range
of information exclusively for members.
This includes frequent, in-depth bargaining
updates, detailed information about services
and benefits, and online registration for provincial
meetings.
All members can now access any current
collective agreement that ONA administers.
These are just a few exciting features of the
ONA Web site. For more information, come
visit us at www.ona.org.
22 VISION, SUMMER 2004

First Vice-President’s Message
Susan Prettejohn
ONA First Vice-President
Susan Prettejohn and other delegates at the
June Canadian Nurses Association conference in
St. John’s meet Prime Minister Paul Martin.
Nursing students often ask me if they can remain ONA
members even if they accept jobs in the United States
They look at ONA as a real life-saver and want
the assurance that it’s there for them as they embark
on their careers, whether they work in Ontario or look to
greener pastures in the U.S.
In June, when I spoke to about 30 third-year nursing
students from York University, they were quite impressed
with the array of services and programs ONA provides.
It wasn’t any different back in March when I met with
first-year nursing students at George Brown College and
Ryerson University.
Nursing students aren’t naïve. They know that if they
take jobs in Ontario, they are taking on a huge responsibility
to care for patients in a difficult work environment.
Most of them understand that they need ONA supporting
them.
Unfortunately, about one-third of the York University
third-year class indicated they would be taking jobs in
the U.S. after graduation, primarily for the “challenge
and excitement.” But when I asked the class what would
keep them here in Canada, the almost universal response
was full-time jobs and scheduling flexibility.
They know that’s something ONA can help them with
in negotiating with the employer for the best possible
terms for their collective agreements. They also know
ONA serves as a strong advocate on their behalf to government
and before the College of Nurses, in such areas as
occupational health and safety and professional practice.
Still, it isn’t enough to keep many of them from looking
southward for nursing jobs.
Ontario still has a long way to go to resolve the nursing
shortage that has been crippling our health care system
for at least the last 10 years. ONA has worked hard to
establish a good working relationship with the provincial
Liberal government to effect solutions, to try and create
better working environments and to obtain the wages
and benefits that would entice young graduates to stay in
Ontario and keep our experienced nurses in the system.
Ontario will be hard hit if our senior nurses decide
enough is enough and take early retirement in the next
few years. We could lose 20,000 to 30,000 nurses by
the year 2008, depending on whether nurses retire at
age 55 or age 65, according to an October 2003 study
by Linda O’Brien-Pallas, RN, “Stepping Stones to Success
and Sustainability: An Analysis of Ontario’s Nursing
Workforce.”
The time to deal with these issues is now.
One of the areas I’ve been working on under my
Political Action Portfolio is developing a list of political
action reps in each region to kick start our lobbying
efforts with this Liberal government. Nurses are the
best possible resource for understanding what needs
improvements in our health care system, but they need
to have a voice.
Your help is necessary. Volunteer to be a rep, or to
support the rep in your Bargaining Unit and Local.
Participate in letter-writing campaigns, at rallies and by
speaking to your local elected representatives.
Regarding professional practice matters, the feature
story in this issue of ONA Vision deals with workload and
our members’ concerns for the safety of their patients
and themselves in a difficult working environment.
To that end, I have been working with representatives
from the community sector to develop a Professional
Workload Report Form specific to nurses in public
health, Community Care Access Centres, clinics and
home visiting nurses. It will be similar to the workload
form currently utilized by nurses in the hospital sector
and homes sector, but this one will be specific to community
nursing.
A focus group was held in May with representation
from all aspects of community nursing. The purpose of
the focus group was to brainstorm and to begin work on
developing the workload form.
ONA, with help from our strong Local leadership, is
working to improve working conditions for our members,
both veterans and new grads alike, so they will stay here
in Ontario and not look for greener pastures in the U.S.
Nursing students
aren’t naïve.
They know that if
they take jobs in
Ontario, they are
taking on a huge
responsibility to
care for patients
in a difficult work
environment.
ONTARIO NURSES’ ASSOCIATION 23

QUEEN’S PARK UPDATE
Bill 8, Commitment to the Future of
Medicare Act, becomes Ontario law
“Bill 8 is the cornerstone of our plan to transform and strengthen
Ontario’s health care system,” said provincial Health Minister George
Smitherman after it passed into law on June 17. Accountability provisions
in Part III of the legislation provide for the Health Minister to
negotiate accountability agreements with “health resource providers,”
which are defined as hospitals, homes for the aged, nursing homes,
independent health facilities and community care access corporations.
If a negotiated agreement is not reached, the government can impose
an accountability agreement. The law also establishes an independent
Ontario Health Quality Council to report on our health care system.
Employees get Family Medical Leave
The Employment Standards Act, 2000 has been amended to
entitle employees up to eight weeks of unpaid, job-protected family
medical leave. An employee may take family medical leave to provide
care or support to: the employee’s spouse; parent, step-parent, or foster
parent of the employee; and child, step-child or foster child of the
employee or employee’s spouse.
Long-term care strategy unveiled
Key elements of the Ontario government’s new strategy for
long-term care reform, announced in May, include:
• $191 million for the hiring of 2,000 new staff, including 600
new nursing positions (RNs and RPNs) to ensure all residents
have 24/7 access to an RN.
• mandatory reporting of suspected abuse.
• a Family Council and Resident Council at all long-term care
facilities to protect residents and act as a watchdog for quality
of care.
• whistleblower protection.
• targeted surprise inspections of homes.
• third-party advocate for families and residents.
• a public Web site with information about individual homes and
their record of care.
• $340 million for new long-term care beds.
While ONA welcomes tougher inspection standards, including
enforcement, we believe the key to better care for residents is mandatory
staff/resident ratios tied to resident acuity.
Home and community care get boost
The Ontario government announced $1.3 billion in funding
for home care this year, including new monies of $73.2 million targeted
towards acute home care, end-of-life care and chronic home
care. Another $29.2 million will fund community support and
supportive housing services. This investment will improve access
ONA members talk with Health
Minister George Smitherman at
a recent ONA PCM.
to community support services such as adult day programs, meal
programs and community transportation. It also means strengthened
supportive housing services, such as 24-hour access to personal care
and essential homemaking. In another funding announcement, the
government said it will allocate $65 million for community mental
health services in 2004, with plans to add another $120 million over
the next few years, reaching $583 million by 2007.
Comprehensive public health action plan
announced
Responding to the interim Campbell and final Walker reports
on the impact of SARS on Ontario’s health care system, the government
announced a three-year “Operation Health Protection” Action
Plan. The plan provides:
• a new Ontario Health Protection and Promotion Agency.
• greater independence for the Chief Medical Officer of Health.
• a Provincial Infectious Disease Advisory Committee.
• more medical and scientific personnel.
• new surveillance, communications and IT capability.
Health Minister Smitherman said the provincial share of public
health funding will grow to 55 per cent in 2005 and to 75 per cent in
2007. That’s $273 million in provincial funding for public health in
2004, increasing to $469 million by 2007.
Funding allocated to hire nursing grads
The government is investing $50 million to create full-time
opportunities for new nursing graduates in hospitals and long-term
care homes and to support experienced nurses to mentor them for up
to a year. Funding is also designated to nursing schools to purchase
clinical training simulation equipment, and to find alternate roles for
late career and injured nurses to allow them to perform less physically
demanding work that uses their knowledge and skills.
200 new health & safety inspectors hired
The Ontario government is hiring 200 new health and safety
enforcement staff over the next two years, with a goal of preventing
60,000 workplace injuries a year by 2008. There are currently 230
inspectors. “We plan to cut workplace injuries by 20 per cent in four
years,” said Labour Minister Chris Bentley. They will initially visit
6,000 high-risk workplaces.
24 VISION, SUMMER 2004

Important
notice about
The 2003 dual dues refunds have been issued to eligible members.
The ONA Dues Department does not have up-to-date contact information
for the members listed below as of June 30, 2004.
If you have not received your cheque and are on this list, please
contact the staff member responsible for dual dues refunds at
(416) 964-8833 in Toronto or toll-free 1-800-387-5580, ext. 2273.
dual dues refunds
Local Name Local Name Local Name Local Name
1 Alfonso, Joan
1 Dixon, Maria
1 Drew, Betty
1 Kenel, Marie
1 Marcinkiewicz, Alicja
1 Relleve, Evangeline
1 Salgueiro, Manuela
1 Williams, Kelly
2 Chatelain, Shelley
2 Mairs, Shauna
3 Doherty, Amy
3 McMahon, Kristy
3 Montgomery, Ann
3 Murphy, Colleen
3 Pearson, Darlene
3 Rowley, Ann
3 Scott, Christine
3 Whitmore, Jennifer
4 Schafer, Shaunna
5 Gill, Sandra
5 Magat, Arlene
6 Ninala, Nirmala
6 Norquay, Kristina
6 Walker-Boyd, Lavern
7 Bukin, Danuta
7 Miljours, Chantal
8 Pinsonneault, Shirley
9 Horsloy, Elizabeth
10 Cormier, Barbara
10 Dionne-Gagnon, Chantal
10 Elliott, Dale
10 Genier, Sylvaine
10 Gervais, Juana
11 Beaumont, Heather
13 Mairs, Shauna
14 Delavalle, Kristin
14 Jack, Terri
14 Mccarthy, Samanthe
14 Michano, Shelly
14 Sacchetti, Marina
15 Cameron, Tamara
15 Weir-Rowsell, Dianne
16 Kobzar, Oksana
16 Westcarr-Dzivy, Babbette
17 Atkinson, Wendy
17 McGown, Maureen
17 Vom Scheidt, Kathleen
17 Zadworna, Grace
19 Biggs, Christopher
19 McNeillie, Alicia
19 Middleton, Marni
20 Brisson, Michael
20 Stoakley, Patricia
21 Connolly, Frances
21 MacLeod, Cheryl
21 McLelland, Lindsay
21 Tomza, Kasia
24 Goddard, Kamala
24 Hotton, Lucille
24 Mansley, Jennifer
24 Taningco, Sally
24 Tulloch-Phillips, Claire
24 Wadsworth, Kimberly
24 Wong-Loy, Doreen
25 Dickson, Edward
25 Spofford, Cindy Lou
25 Teachout, Deborah
25 Wright, Nancy
26 Dickhout, Lynn
26 Mitchell Witteveen, Jennifer
26 Solohub, Nancy
31 Gassira, Michelle
31 Smith, Angie
35 Allison, Cynthia
35 Blondia, Sheila
35 Desjardins, Christina
36 Dennis-Rodriguez, Margaret
36 Floyd-Lass, Julie
36 Palmer, Jennifer
36 Stirling, Deanna
42 Brunet, Patrick
42 Mulvihill, Julie
42 Telfort, Patricia
43 Boateng, Gladys
43 Bowler, Michelle
43 D’Alessandro, Lucia
43 Gardener, Maxine
43 Gayle, Carole
43 Jackson, Michelle
43 Kant, Angela
43 Mannil, Jacob
43 McGauran, Debbie
43 Richardson, Mary Lou
43 Sanderson, Laurie
43 Small, Joan
43 Smith, Kelly-Anne
43 Spence, Hopelyn
45 Ross, Sheila
49 Weckwerth, Wendy
50 Thompson, Susan
51 Hanley, Judy
51 Jacobs, Randie
51 Konikow, Amber
51 Lee, Suzanne
51 Ryan, Beverly
51 Scott, Tamerra
54 Adamson, Elizabeth
54 Armah, Kobina
54 Fidelino, Arlene
54 Florius, Polly
54 McFarlane-Mitchell, Verona
54 Ogini, Margaret
54 Steadman, Angela
55 Bonney, Bev
55 Fulton, Elizabeth
55 Gentles, Anneta
55 Weir-Rowsell, Dianne
67 Mainse, Christine
68 Bonas, Cynthia
68 Coates, Karen
68 Cummings, Charlotte
68 Douglas, Avalin
68 Guerard, Joanne
68 Hall, Terrilynn
68 King, Isatu
68 Lloyd, Claudette
68 Madhani, Hina
68 McKenzie-Agard, Lesle
68 Merraro, Angela
68 Munoz, Gloria
68 Myers, Joan
68 Perada, Shirley
68 Randall, Elaine
68 Sana, Melanie
68 Steer, Audrey
68 Thompson, Katie (Katherine)
68 Tuzon, Roderick
68 Wright, Tricia
70 Beaton, Amanda
70 Deruytter, Julie
70 Fair, Cheryl
70 Fluit, Jacqueline
70 Gallo, Elizabeth
70 Guenther, Brett
70 MacLean, Alynn
70 Mudde, Nicole
70 Olah, Wendy
70 Vanderlee, Patricia
71 Carson, Deborah
71 Mancini, Laurie
73 Scott, Amy
73 Veneruzzo, Brenda
74 Couturier, Diane
74 Linn, Samantha
74 Middleboro, Alison
74 Moore, Deborah
74 Myler, Elizabeth
74 Perrin-Hart, Carol
74 Singh-Vaid, Susan
74 Toy, Sophia
74 Watson, Roberta
75 Dostal, Julie
75 Smith, Jamie
75 Vicentic, Dusica
25

Important notice about dual dues refunds
Local Name Local Name Local Name Local Name
80 Bartley, Kimberley
80 Deinla, Belinda Jane
80 Hickling, Joanne
80 Jack, Denise
80 Kadri, Jan
80 Klein, Meghan
80 Leslie, Sybil
80 Mariappen, Debra
80 McIntosh, Camarsh
80 Morrison, Michelle
80 Moynan, Stacey
80 Opoku, Theresa
80 Oussova, Inna
80 Phillips, Valrie
80 Samuel, Maria
80 Smart, Jane
80 Strachan, Jacqueline
81 Brochu, Michael
81 Cameron, Lisa
81 Richardson, Gail
81 Young, Jodi
82 Baruwa, Hajia
82 Cassidy, Melanie
82 Cross, Helen
82 Gaynor, Carole
82 Guirey, Julie
82 Mangaliman, Joselia
82 Schmider, Mary
82 Tambong, Maria Leonora
82 Tessier, Line
82 Yoon, Hannah
83 Alexandre, Sandra
83 Arezina, Milan
83 Avery, Leslee
83 Bechamp Dube, Andrea
83 Bedard, Nathalie
83 Bellows, Michele
83 Caswell, Peggy
83 Garfinkiel, Josette
83 Garnier, Marie-Enide
83 Hallahan, Michelle
83 Jean-Baptiste, Rosemene
83 Knight, Tammy
83 Lauzon, Barbara
83 Lowe, Paula-Ann
83 Makarenko, Laurie
83 McPhail, Kelly
83 Mongeau, Lucie
83 Pilon, Pierrette
83 Pitt, Kenlyn
83 Shearer, Rose
83 Singh-Vaid, Susan
83 Sloan, Nancy
83 Soriano, Elizabeth
83 Telfort, Patricia
83 Todd, Natasha
83 Trottier, Mary
83 VanDenOetelaar, Andrea
84 Bowes, Debbi
84 Bueya, Samuel
84 Devries, Brenda
84 Epstein, Colleen
84 Kewais, Barbara
84 Pietarinen, Donna
84 Pigeon, Angela
84 Punzalan, Moises
92 Jowett, Scott
92 Keane, Allison
92 Medwid, Gwen
92 Miller, Shawnee
92 Neamtu, Doreen
95 Acebedo, Eligio
95 Minkkinen, Marita
95 Temario, Victoria
95 Widorowska, Krystyna
96 Abeleda, Maria
96 Dabbs, Jayne
96 Daigneault, Ronald
96 Devega, Christian
96 Espanol, Gay
96 Hall, Annabell
96 Kane, Mabel
96 Lewis, Anthony
96 Tascione, Palmerino
96 Tyszko, Lucyna
97 Andric, Anna
97 Bah, Isatu
97 Brechin, Laurie
97 Ceres, Edna
97 Elefano, Aurora
97 Frei, Santina
97 Gilbert, Julie
97 Gordon, Monica
97 Kennedy, Kyoko
97 Nitu, Carmen
97 Roberts, Julia
97 Salazar, Apolonia
97 Simpson, Sondra
97 Wiseman, Jennifer
97 Yue, Gaby
100 Bradley, Patricia
100 Pomerleau, Julie Alicia
100 Vandermeersch, Catherine
105 Bart, Eleanor
105 Montague, Brenda
111 Asido, Lilibeth
111 Bergstrom, William
111 Browne-Bynoe, Claudia
111 Francis, Joseph
111 Harris, Karen
111 Lange, Helga
111 Maitland, Margaret (Anne)
111 McGann, Nadine
111 Namunane, Samali
111 Neblette-Gordon, Audrey
111 Pulickeel, Margaret
111 Tavernier, Sheryl
111 Thomson, Elizabeth Anne
111 Williams, Lystra
115 Amoa-Williams, Ama
115 Bacon, Shannon
115 Dos Santos, Sylvia
115 Junatas, Laarni
115 Orzales, Cristina
115 Powell, Ann-Marie
115 Romero, Elizabeth
115 Tavernier, Sheryl
115 Theriault, Kathryn
124 Samuelson, Greg
125 Alleyne, Annmarie
125 Cook, Wendy
125 Steele, Sybelle
134 Dumas, Erica
134 Evans, Martina
134 Renaud, Angela
134 Scrimgeour, Martha
137 Boileau, Tawnya
137 Hayes, Rosemary
137 MacCosham, Paula
139 Breen, Dawn
139 Dabrowski, Agata
139 Inglis, Beverley
139 Levesque, Elaine
139 Murko, Rhonda
214 Allen, Susan
214 Babisova, Marcela
214 Bellinger, Jennifer
214 Bethune, Jennifer
214 Bright, Noah
214 Griffith, Joyce
214 Mason, Lynanne
Visit: www.ona.org
New Bargaining Update page on
Members-only section on the ONA Web site
For the duration of bargaining in 2004, a new section, found on the home page of the
Members’ Section, has been established. “Bargaining Update 2004” will make the most
current information available to members.
Remember – all you need is your ONA ID number and your family name
(as it appears on your membership card) to access the ONA Members’ site.
26 VISION, SUMMER 2004

AWARDS AND DECISIONS SUMMARY
Rights Awards
Employer must give
Occupation Health file to
ONA
ONA & North York General Hospital
(Gray, March 8, 2004)
ONA was investigating a grievance
relating to the employer’s
failure to provide modified work
to a member. In response to a
request from ONA, the employer
refused to provide a copy of the
member’s occupational health file
to the union, unless the member
also authorized its release to
Human Resources. The arbitration
board allowed the grievance.
It found that the employer placed
the condition on the file’s release
because it thought that the
union would file a grievance on
the member’s behalf. This was a
breach of Article 3.01, which prohibits
discrimination or interference
by reason of exercising her
or his rights under the collective
agreement.
Another victory in the
layoff vs assignment
debate
ONA & Scarborough General
Hospital
(Surdykowski, March 19, 2004)
This is the fourth in a recent series
of cases in which nurses have
been removed from their positions
(or the positions have been
eliminated), and the employer
has unilaterally assigned nurses
to a new position (or given them
a limited number of vacant positions
from which to choose). In
two previous cases, including
one at Centre for Addiction and
Mental Health (CAMH), the
arbitrator said the employer had
the right to do this. This award
is now the second one that ONA
has won; the arbitrator said the
nurses were entitled to all the
options of a laid-off employee.
ONA has applied for judicial
review of the CAMH decision; in
the meantime, we continue to file
grievances and rely upon awards
such as this one.
Right to bank premium
time off
ONA & Red Lake Margaret
Cochenour Memorial Hospital
(Slotnick, May 3, 2004)
This grievance in a hospital
allied Bargaining Unit involved
language identical to the central
hospital agreement Provision
14.09, which provides the right
to obtain premium payment or
bank time off at 1½- time rate,
where “an employee has worked
and accumulated approved
hours for which she or he is
entitled to be paid premium
pay…” The employer, relying
upon a 1990 Montfort decision,
argued that this did not apply
to the non-worked portion of
a four-hour minimum call back
under Article 14.06. This arbitrator
disagreed and allowed
the grievance: employees have
a choice between money and
time off for all hours for which
they are eligible for premium pay
(with the specified exception of
hours relating to work on paid
holidays).
Preliminary decision:
insurance claim can be
grieved
ONA & Algoma CCAC
(Rose, May 27, 2004)
A member’s claim for medical
emergency travel insurance
benefits had been denied by the
insurer and subsequently grieved.
The employer argued the grievance
was inarbitrable and that
its only obligation was to pay the
insurance premiums. The arbitrator
dismissed the employer’s
preliminary objection and ruled
the grievance can be heard on its
merits. The fact that the collective
agreement identified the plan and
provides that benefits cannot be
reduced without the consent of
the parties, means the insurance
plan is incorporated into the
collective agreement and can be
grieved.
Labour Board Decisions
Mixed result on premium
payments
ONA & Headwaters Health Care
Centre
(Surdykowski, June 11, 2004)
A nurse called in from standby
is entitled to premium pay
under Article 14.06. Is she also
entitled to receive shift premium
and weekend premium where
applicable? On the positive side,
the arbitrator ruled this was not
pyramiding and that such a nurse
should also be paid her weekend
premium. However, he also ruled
she should not be paid shift premium,
even at straight time, since
the collective agreement sets out
that it “does not form part of the
nurses’ straight time hourly rate.”
ONA intends to continue filing
grievances in appropriate cases,
despite this award.
Applicant vs. ONA (Vice-chair Patrick Kelly, March 121, 2004)
The applicant, a part-time nurse, was improperly laid off for a defined
period, in somewhat complicated circumstances. She grieved and the
case proceeded. ONA tried mediation, which did not produce an
amount of money acceptable to the grievor. In a decision, the arbitrator
found the employer had violated the collective agreement. The applicant
still would not settle on an amount and the case was brought
back before the arbitrator to deal with compensation. ONA negotiated
a much improved offer from the employer, but the applicant held out
for four times as much. In the end, ONA accepted the employer’s offer
over the applicant’s objection and it was ordered by the arbitrator. The
applicant filed a duty of fair representation complaint against ONA,
alleging ONA had conspired with the employer. On March 12, 2004,
the OLRB dismissed the conspiracy allegations and the complaint.
ONA had expended “considerable time, effort and resources on the applicant’s
grievance… In all the circumstances, the union cannot be faulted for
declining to tempt fate by continuing to press for far more than it thought it
could reasonably obtain… In reaching the settlement, the Association acted
responsibly and prudently.”
27

AWARDS AND DECISIONS SUMMARY
LTD internal
carrier appeals
Benefits reinstated on eve
of arbitration
Hospital in South District
(March 25, 2004)
The nurse had received Long-
Term Disability (LTD) benefits
for six years for her severe latex
allergy with urticaria and asthma,
as well as other complications.
She had provided annual
medical updates provided by
her specialist, an immunologist.
In 2000, a new claims manager
sent forms to her family doctor,
not her specialist, who wrongly
responded the nurse could
return to work in a latex-free
environment. On this basis, the
insurer, Maritime Life, terminated
her LTD benefits. ONA
submitted an appeal with a letter
from the specialist, which indicated
the nurse could return to
work on a trial basis if certain
conditions were met, but failed
to indicate it would be almost
impossible for the conditions to
be met. The appeal was denied.
In preparation for the arbitration
hearing, the specialist confirmed
the difficulty of accommodating
the member and the insurer was
convinced to re-instate monthly
benefits retroactive to 2000, with
interest.
Again – the importance of
proper documentation
Hospital in West District
(April 23, 2004)
The nurse initially ceased work
and was hospitalized with a
bipolar event. After discharge
from hospital, she was given
care by her general practitioner,
psychiatrist, community mental
health home care services and the
Employee Assistance Program
(EAP). Her initial LTD application
was denied; she had not
included documentation proving
her attendance at therapy with
appropriate mental health professionals.
This lack was cured
in the LTD appeal, and benefits
were approved retroactively for
total disability during the “own
occupation” phase. The member
has successfully returned to work
following a four-month graduated
return-to-work.
Member survey of ONA Vision magazine
We heard you …
A story on what members told us in the “What is your
opinion” ONA Vision survey will appear in the next
issue. Dozens of members took the time to give us
their views about the new Vision magazine – what
you liked, what you didn’t like, how often should
we publish? do you regularly read the columns?
28
Full details in the fall issue of ONA Vision.
WSIB decisions
Medical authorization
supports claim for lost
time
Hospital in South District
(June 3, 2004)
On July 23, 2003, the member
tripped over an object in a patient’s
room, injuring her groin area.
From July 30, 2003 to September
8, 2003, she was unable to work.
She returned to modified work
reduced hours from September 8,
2003 to December 8, 2003. WSIB
denied her benefits, because in
its opinion, her lost time was
not authorized. The decision to
not pay benefits was overturned
after we submitted evidence the
worker did see her doctor on July
29, 2003 and was authorized to
be off.
Worker unable to perform
Modified Work
Health Centre in South District
(May 17, 2004)
The member was unable to perform
modified work due to a
low back injury, depression and
anxiety, all resulting from the
workplace injury. She was denied
full loss of earnings benefits
because WSIB believed she could
do modified work. On appeal,
medical reports obtained from the
worker’s doctor and psychiatrist
were submitted and supported the
relationship of her injury to her
work. The WSIB granted entitlement
to full loss of earnings and
a permanent impairment for her
psychological condition.
WSIB agrees to pay
ongoing benefits and a
permanent impairment
Nursing Home in South District
(April 22, 2004)
The member, on her first appeal,
was granted benefits for mental
stress from September 27, 1995
to May 1997. The issue of ongoing
benefits and a permanent impairment,
however, were referred back
to the adjudicator. On appeal, we
submitted evidence from the
worker’s psychiatrist confirming
she could only work three days
per week. The WSIB accepted
this restriction and the member
received all remaining loss of
earnings and a Future Economic
Loss award.
Ongoing benefits allowed
after WSIB accepts
entitlement for Post-
Traumatic Stress Disorder
(PTSD)
Health Center in South District
(May 27, 2004)
After submitting an Intent to
Appeal, the WSIB overturned
its decision to deny the member
entitlement to PTSD and
to pay full ongoing benefits,
which resulted from a workplace
assault. The member was
on numerous medications and
the physician supported she was
unable to work.

Membres de l’AIIO –
Comment participer aux équipes de
projets et aux groupes de discussion
Formulaire d’expression d’intérêt (membres)
Équipes de projets spéciaux/groupes de discussion
Selon la rétroaction des membres, nous avons mis au point un
processus vous permettant d’exprimer votre intérêt à participer aux
équipes de projets spéciaux et groupes de discussion de l’AIIO.
Ceci donne la chance de vous impliquer dans les décisions et
processus de l’AIIO. Veuillez remplir le formulaire et le renvoyer à :
Organizational Learning, 85, rue Grenville, bureau 400
Toronto (Ontario) M5S 3A2 - Télécopieur : 416 964-8864
Note : Le Formulaire d’expression d’intérêt n’est valable que
jusqu’au 31 décembre de l’année où il est présenté.
Domaine d’intérêt n Provincial n Local
n Droits de la personne/équité n Relations de travail
n Santé et sécurité
n Éducation
n Finance
n Action politique
n Exercice professionnel
Besoin d’une personne par région
n Vision / Semaine des soins infirmiers n Élections
n Comité de discipline de la politique 16.16
n Équipe de consultation LEAP
Expliquez brièvement les raisons pour lesquelles vous êtes
intéressée à participer à une équipe de projet spécial ou à un
groupe de discussion
ONA Members –
How to get involved with project
teams and focus groups
Expression of Interest Form (Members)
Ad Hoc Project Teams/Focus Groups
Based on membership feedback, we have developed a process that
will enable you to express your interest in serving on ONA ad hoc
project teams or focus groups. This provides an opportunity for
you to be involved in ONA decisions and processes. Please
complete the form and return it to:
Organizational Learning, 85 Grenville Street, Suite 400
Toronto, ON M5S 3A2 - Fax: (416) 964-8864
Note: The Expression of Interest form is only valid until
December 31 st of the year submitted.
Area of Interest Provincial or Local
n Human Rights/Equity
n Labour Relations
n Health and Safety
n Education
n Finance
n Political Action
n Professional Practice
Need one person per region
n Vision/Nursing Week
n Policy 16.16 Discipline Panel
n Elections
n LEAP Advisory
Please provide a brief statement telling us why you are
interested in serving on an ad hoc project team or getting
involved in a focus group
Date de présentation :
Région : Local : Unité de négociation :
Nom :
Adresse :
Ville : Province : ON Code postal :
Tél. : (Bureau)
(Domicile)
Secteur : n Hôpital n Foyers n Communautaire n CASC
n Santé publique n VON/SEN n (Autre)
n Professionnels paramédicaux
Statut : n Plein temps n Temps partiel
Domaine d’exercice actuel :
Date Submitted:
Region: Local: Bargaining Unit:
Name:
Address:
City:
Province: ON Postal Code:
Phone: (Bus.)
(H.)
Sector: n Hospital n Homes n Community n CCAC
n Public Health n VON/SEN n (Other) n Allied
Status: n Full-Time n Part-Time
Current Area(s) of Practice:
Expérience/antécédents à l’AIIO :
ONA Experience/Background:
:
ONTARIO NURSES’ ASSOCIATION 29

ONA RETIREES
REGION 2
Local 105
Mary Elizabeth
Knight
REGION 3
Local 16
Diane English
Lucia Chan
Local 24
Nina Nanan
Beverly Bishop
Jean Williams
Ma. Esperanza
Lavina
Marykutty Mani
Donna Taylor
Barbara Stuart
Su-Yean Choi
Susan Gillman
Ruth MacCharles
Mary Langevine
Local 96
Veronika Cowie
Aileen Gupta
Celine Hanrahan
Digna Palaganas
Catherine Perry
Marion Reeves
Angela Seedanee
Mary Vivera
Daisy Wong
REGION 4
Local 7
Marina Torrelli
Elizabeth Gurney
Dora Kuilboer
Dana’s still on the job!
Local 71
Mary Bering
Elizabeth Ferguson
Nelly Guzman-Payer
Joan Kerr
Katherine Horton
Christine McCombe
Cheryl Peters
REGION 5
Local 36
Carol Tabor
Julia Hartviksen
In the Retirees’ Section of the last issue of ONA Vision, we incorrectly
included Dana Penfound in our list of recently retired ONA
members. Penfound is still an active member of ONA and is the
Bargaining Unit President for ONA members at Local 15, the North
Wellington Health Care Corp. Our apologies!
ONA Members… we want to hear your story!
Have you had a recent success
in your bargaining unit? Is there
one member of your Local who
deserves special mention? Did
you hold a particularly successful
Local event? Do you
have photographs?
Let us know.
If you have a story to tell us – give
us some details and a phone number
(including the best time to reach you)
and we will follow up. Please send
information items and digital photos (or
colour prints), for consideration for the
ONA Web site, Vision magazine or the
Front Lines newsletter, to ONA’s PR
Team.
Write to us:
ONA Public Relations Team
85 Grenville Street, 4th Floor,
Toronto Ontario M5S 3A2
E-mail us at onamail@mail.ona.org
FAX us – our number is 416-964-8891
Hamilton retiree honoured
ONA President Linda Haslam-Stroud, RN, places a retiree pin on the
lapel of Georgina Murphy, RN, a former ONA rep for 25 years, during
a Nursing Week luncheon held in May at ONA Local 75, St. Joseph’s
Hospital, Hamilton.
Bill Walsh,
ONA
trailblazer
Long-time union
consultant and
labour activist
Bill Walsh, who
was instrumental in the formation
of ONA as the union for nurses in
Ontario, passed away in Toronto on
March 19, 2004 at the age of 93.
Walsh worked with ONA from its
inception in 1973 as a labour consultant
and with its predecessor,
the Registered Nurses Association of
Ontario.
Walsh served as ONA’s nominee
on hundreds of interest arbitration
cases in the early 1970s, leading to
significant salary increases for our
members. He was also founder of
Union Consulting Services, which
worked with ONA on labour matters
for several decades.
ONA Chief Executive Officer Lesley
Bell, RN, attended Walsh’s funeral in
Toronto, and the eulogy was delivered
by Donald Mayne, a long-time
ONA nominee.
30

Relax, you’re covered.
Johnson — Always accessible, we’re on call for you.
Membership
Voluntary
Benefits
ONA Benefit Program
• Life insurance
PREFERRED SERVICE
HOME-AUTO PLAN
EXTRA ADVANTAGES & BENEFITS, FOR PREFERRED POLICYHOLDERS
With its complete and worry-free coverage, the
Preferred Service Home-Auto Plan was designed
with health care providers in mind.
Just ask any ONA Member who has one of the
14,000+ PS Plan policies.
Interest-free monthly payments, online access and
special discounts are available to ONA Members.
This Plan is also available to 50+ ONA Friends and
Family (they must mention their ONA relationship
when requesting a quote).
www.johnson.ca or 1.800.563.0677
• Long-term disability
• Accidental death &
dismemberment
• Extended health care,
semi-private hospital,
travel and dental care
• Retiree coverage
For information on how
to purchase benefits,
contact the ONA
Program Administrator:
Johnson Inc.
1595 16th Avenue, Suite 600
Richmond Hill ON L4B 3S5
(905) 764-4884 (local)
1-800-461-4597 (toll-free)
www.johnson.ca
ONTARIO NURSES’ ASSOCIATION 31

ONTARIO NURSES’ ASSOCIATION
BIENNIAL CONVENTION 2004 +
HUMAN RIGHTS & EQUITY CAUCUS
AND EDUCATION WORKSHOPS
Human Rights & Equity Caucus Meeting Monday, November 22
Biennial Convention Tuesday through Thursday, November 23 - 25
NEW - Education Workshops Friday, November 26*
Go to www.ona.org, Members’ Section for more information
* Registration forms for the Biennial Education Workshops on
November 26 th will be sent out to Bargaining Unit Presidents and
Local Coordinators in September.
ONTARIO NURSES’ ASSOCIATION
Suite 400, 85 Grenville Street
Toronto ON M5S 3A2
Canadian 32Publicaton VISION, Mail SUMMER Sales Agreement 2004 No. 40069108
C
Produced by union labour.